IntelliTrans, (ITL), a subsidiary of Roper Technologies, Inc. (NYSE: ROP) is seeking an People & Culture Business Partner to join our team, hybrid in Conway, Arkansas.

Title: People & Culture Business Partner

LOCATION: Conway, AR / Hybrid

REPORTS TO: Director, People & Culture

Company Overview: IntelliTrans, a Roper Technologies company, is a non-traditional software company, where the focus of recurring revenue is tied to customer success, not license, user and development fees. We are a technology-enabled supply chain management organization. We have driven customer success over 20 years by helping them reduce their costs, optimize their inventory, improve their proactive customer service, and automate their business processes. IntelliTrans is made up of transportation, supply chain, and technology experts, who are based at our headquarters in Atlanta, Georgia, in our operations center in Arkansas and offices in the United Kingdom and Sweden.

Position Summary: The People & Culture Business Partner serves as a strategic HR partner and trusted advisor to assigned business units, providing comprehensive HR support across talent acquisition, employee relations, benefits administration, and engagement initiatives. This role requires both strategic thinking and hands-on execution, balancing employee advocacy with business needs while operating with significant autonomy and sound judgment.

The ideal candidate will be comfortable navigating complex employee situations, building credibility with leaders across the organization, and driving HR initiatives that directly support business objectives. This is a high-impact role for someone who can think strategically while executing operationally.

Key Success Factors:

• Builds trust quickly with employees and leaders across all levels
• Demonstrates sound judgment in ambiguous or sensitive situations
• Balances competing priorities effectively
• Operates independently with minimal supervision while knowing when to escalate
• Thinks beyond HR process to business impact

Essential Duties and Responsibilities:

HR Operations & Employee Relations (40%):

Day to Day HR Support

• Serve as first point of contact for employees and managers on HR-related questions, concerns, and policy interpretation
• Provide expert guidance on employee relations matters, including performance issues, workplace conflicts, and policy violations
• Coach managers through difficult conversations, performance improvement plans, and corrective actions
• Maintain high standards of confidentiality and discretion in all employee matters

HR Systems & Compliance

• Provide technical support for HRIS initiatives, ensuring data integrity and system optimization
• Monitor compliance with federal, state, and local employment laws across multiple jurisdictions
• Identify and escalate compliance risks proactively with recommended solutions
• Maintain in-depth knowledge of employment law and translate complex regulations into practical guidance
• Process employee status changes (promotions, transfers, compensation adjustments) accurately and timely

Policy & Process

• Interpret and enforce HR policies consistently across the organization
• Identify opportunities to streamline HR processes and improve employee experience
• Contribute to policy development and updates based on emerging needs or legal changes

Talent Management (30%):

Full Cycle Recruitment

• Partner with hiring managers to understand business needs, role requirements, and success criteria
• Source diverse, qualified candidates through multiple channels (LinkedIn, job boards, referrals, networking)
• Conduct phone screens, coordinate interview processes, and facilitate hiring decisions
• Prepare job descriptions that accurately reflect role requirements and attract strong candidates
• Develop offer letters and negotiate terms for new hires, promotions, and internal transfers
• Track recruitment metrics (time-to-fill, source effectiveness, candidate quality) and identify improvement opportunities

Employee Experience

• Coordinate comprehensive onboarding experience for new hires (pre-boarding through 90 days)
• Ensure new employees have equipment, system access, and resources needed for success
• Facilitate new hire orientation and early integration into company culture
• Monitor new hire experience and address issues proactively
• Manage employee separations professionally and compliantly (resignations, terminations, retirements)
• Conduct exit interviews and analyze data for trends and retention insights
• Ensure smooth knowledge transfer and business continuity during transitions

Benefits Administration & Leave Management (20%):

Benefits Education & Support

• Serve as primary contact for employee benefits questions and issues
• Lead benefits education sessions during new hire orientation and annual open enrollment
• Communicate benefits information clearly to employees at all levels

Leave Administration

• Manage all leave of absence requests (FMLA, state-specific leaves, disability, parental leave, military etc.) and ADA accommodations
• Ensure compliance with federal and state leave laws across multiple jurisdictions
• Track leave usage, coordinate with payroll for accurate processing, and maintain detailed documentation
• Support employees through leave process with empathy and clarity

Compensation Support

• Assist with compensation analysis, market pricing, and salary recommendations
• Support annual merit increase and bonus processes
• Provide guidance to managers on compensation decisions within established guidelines
• Develop offer compensation packages that are competitive and equitable

Employee Engagement & Culture (10%):

Engagement Initiatives

• Partner with management to improve work relationships, build morale, and increase productivity
• Identify engagement risks and recommend proactive interventions
• Support implementation of company-wide engagement initiatives and culture programs
• Contribute to diversity, equity, and inclusion efforts

Performance Management Support

• Support performance review processes and ensure timely completion
• Help managers develop performance improvement plans when needed

Learning & Development Support

• Support L& D Specialist to identify training needs through performance trends and manager feedback
• Support L& D Specialist in coordinating training programs and evaluate effectiveness
• Support career development conversations between managers and employees

Additional Responsibilities

• Participate in People & Culture team projects and initiatives
• Contribute to continuous improvement of HR programs and processes
• Perform other duties as assigned to support business needs

Position Qualifications

Education: Bachelor’s degree in Human Resources, Business Administration, Psychology or related field OR equivalent combination of education and experience. (minimum 6 years HR experience may substitute for degree)

Experience:

• Minimum 4 years of progressive HR generalist or business partner experience
• Required: Demonstrated employee relations experience including investigations, disciplinary actions and complex case management
• Required: full cycle recruitment experience (sourcing through offer negotiation)
• Required: Benefits administration experience (medical, dental, vision, 401k, leave management)
• Required: Knowledge working in multi-state environment with understanding of varying employment laws
• Strongly Preferred: Experience in technology, software or professional services industry
• Strongly Preferred: Experience supporting remote/hybrid workforce

Technical Skills:

• Required: Proficiency in Microsoft Office Suite (Excel, Word, PowerPoint, Outlook)
• Required: HRIS experience (experience with UKG) preferred
• Required: Applicant Tracking System (ATS) experience
• Preferred: Learning Management System (LMS) experience
• Preferred: Data analysis and reporting skills; comfort with HR metrics and dashboards

Communication Skills: Excellent verbal and written communication skills

Position Specific Skills: This position needs to be process-driven, detail-oriented, self-starter and team player. Strong interpersonal, negotiation and conflict resolution skills desired.

Core Competencies:

• Sound Judgement & Decision Making
• Confidentiality & Discretion
• Emotional Intelligence
• Relationship Building & Credibility
• Communication Excellence

IntelliTrans supports workforce diversity and is a committed equal opportunity. / Affirmative action employer.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.