HR Business Partner (Part-Time)

Company Overview:

Reinventing out-of-home planning and placement for the performance age. billups is the leading independent out-of-home (OOH) specialist in North America and is continuing to grow in the EMEA and APAC regions. Delivering OOH managed services globally, helping advertisers and agencies strengthen media performance through our patented analytics and measurement platform. Our mission is to transform the power of places to connect brands with their consumers.

Role Summary:

As part of our People Operations function, the HR Business Partner requires a blend of North American operational expertise, strategic thinking, and a passion for process improvement. You will focus on enhancing the employee experience in a remote-first work environment and partner with leadership to understand business needs that drive strategic recommendations. You will work closely with our key stakeholders to implement best practices, streamline processes, and set our business up for successful growth.

Core Role Duties:

Employee Engagement:

• Develop and implement initiatives to improve employee engagement and satisfaction.

• Together with the HR Director and cross-functional teams, conduct employee surveys, analyze results, and work with management to address concerns.

• Foster a positive and inclusive workplace culture that aligns with the organization’s values and goals.

• Initiate fun and creative ways of connecting the team in a remote-first work environment.

HR Project Management & Strategy:

• Lead HR projects from scoping through execution and evaluation (e.g., HRIS implementations, compensation reviews, policy rollouts, M&A integration).

• Develop project plans, timelines, and metrics to track success; provide regular updates to senior leadership.

• Ensure projects align with business priorities and regional requirements.

• Employee Relations:

• Proven ability to handle performance management, investigations, terminations, and employee complaints with discretion and fairness.

• Knowledge of risk mitigation, progressive discipline, and documentation best practices.

Employee Performance and Development:

• Work together with employees and managers to help identify areas for development and growth.

• Partner with L&D to enhance employee skills and competencies.

• Work with managers to build career development paths and succession plans.

• Support the performance review process and engage with managers and employees to help them provide effective feedback.

• Implement performance management initiatives aligned with company goals.

Employee Onboarding and Off-boarding:

• Design and implement onboarding programs that will thrive with our remote-first culture.

• Manage off-boarding processes and conduct exit interviews. Work closely with leadership to highlight areas for improvement from the feedback received.

Compliance & Documentation:

• Manage all employment agreements and documentation for your region.

• Maintain Employee Handbooks and be an expert guide for our employees.

• Ensure HR policies and practices comply with employment laws and regulations.

• Manage risks related to employment law, including health and safety, data protection, and equality.

• Stay updated on legal changes and advise the business on necessary adjustments to HR policies.

Change Management:

• Support organizational change initiatives, including mergers, restructures, and cultural transformations.

• Develop and implement communication plans to ensure employees understand and engage with change initiatives.

• Work with managers to manage the human impact of change, including addressing concerns and providing support.

• Data-Driven HR & Analytics

• Use HR metrics (turnover, engagement, DEI, compensation trends) to drive decision-making and measure success of initiatives.

• Partner with Finance and Leadership to provide insights that support workforce planning and business growth

• Stakeholder Management & Executive Communication

• Partner with senior leaders to provide strategic HR advice and ensure alignment between business objectives and people strategies.

• Develop clear and compelling communication for HR initiatives to engage employees at all levels.

billups believes that each member makes a significant contribution to our success. That contribution should not be limited by the assigned responsibilities outlined in a job description. Therefore, this job description is designed to outline primary duties, qualifications and job scope, but not limit the employee nor the organization to just the work identified. It is our expectation that each team member will offer his/her services wherever and whenever necessary to ensure the success of our endeavors and to pursue individual career growth.

Essential Skills:

• 5+ years of experience in human resources, including exposure to multiple HR functions such as recruitment, employee relations, compliance, and benefits administration.

• Hands-on experience with HRIS systems for managing employee records and generating reports.

• Proven understanding of employment laws and regulations in the United States and Mexico (Canada would be a plus)

• Experience handling employee relations issues, conducting investigations, and advising managers on workplace matters.

• Familiarity with payroll processes, benefits administration, and leave management programs in the U.S., Mexico and/or Canada.

• Has led end-to-end HR projects (e.g., HRIS implementations, compensation reviews, policy rollouts, M&A integration, handbook launches).

• Skilled in project scoping, stakeholder alignment, risk management, and post-project evaluation.

• Can work autonomously while partnering with senior leaders; balances strategic HR planning with hands-on tactical execution.

• Demonstrates strong business acumen—understands the impact of HR initiatives on financial and operational outcomes.

• Exceptional attention to detail with the ability to maintain high levels of accuracy in complex tasks.

• Reasoning: the ability to define problems, collect data, establish facts, and draw valid conclusions. The ability to analyze data in order to identify and present meaningful observations and recommendations.

• Must showcase strong time management skills.

• Ability to manage multiple deadlines while maintaining high-quality standards.

• Experience in taking initiative, and exercising sound judgment in decision-making.

• Experience in developing others.

• Required Interpersonal Skills

• Exceptional communication skills, both written and verbal, with the ability to convey complex information clearly and effectively.

• Exceptional attention to detail with proven ability to maintain high levels of accuracy in complex tasks.

• Strong ability to receive and apply constructive feedback to achieve improved outcomes.

• Exhibiting good listening, comprehension, and engagement.

• Good relationship management skills, including the ability to communicate with senior directors and peers—both internally and externally—and establish and maintain excellent rapport.

• Demonstrating tact and diplomacy in communicating with clients/agencies and media suppliers, as well as with colleagues internally.

• Bringing creativity and passion to your work, embracing change and innovation.

• Exhibiting Billups’ values (particularly under pressure) and inspiring others to do the same.

• Collaborating and contributing to the establishment of a positive team spirit. Being proactive and a team player, with the ability to engage others.

• Growing experience in resolving issues between others.

Qualifications:

Ability to perform essential job duties with or without reasonable accommodation and without posing a direct threat to safety or health of employee or others. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform essential duties.

Education & Experience:

• 5+ years of progressive experience in Human Resources as a Generalist or HR Business Partner (required); multi-state or multi-country experience (U.S., Mexico, Canada) strongly preferred.”

• Bachelor’s degree in Human Resources, Business Administration, or a related field (preferred).

• Professional HR certification such as SHRM-CP, PHR, or equivalent (preferred).

• A combination of education and relevant experience may be considered in lieu of a degree or certification.