A1 Garage Door Service

Human Resources

• Partner with leaders in assigned markets to understand business needs and provide HR guidance
• Manage complex employee relations matters, including workplace concerns, performance issues, policy violations, and separations
• Conduct objective, well-documented workplace investigations and recommend next steps
• Coach managers through performance management, corrective action, employee development, conflict resolution, and day-to-day people decisions
• Interpret and apply company policies and federal, state, and local employment requirements across multiple states
• Support organizational changes, workforce planning, promotions, transfers, succession discussions, and other business-driven people initiatives
• Use workforce data and employee trends to identify risks, recommend solutions, and improve programs or processes
• Build trusted relationships with employees and leaders while balancing employee experience, consistency, compliance, and business needs
• Identify coaching and training needs and partner with appropriate teams on solutions
• Contribute to HR projects and changing business priorities
• Serve as a coach and resource to other People team members; no direct reports

HR Business Partner

General

• Build a confidential, targeted pipeline of skilled garage door technicians and professionals from similar industries nationwide
• Directly approach technicians employed by provided target companies and competitors
• Discreetly and professionally conduct outreach to protect candidate and company reputations
• Cultivate provided candidate lists and convert leads into active candidates
• Expand contact lists through industry associations, trade shows, supplier networks, and online trade communities
• Conduct outreach via phone, text, email, LinkedIn, Facebook trade groups, and other professional platforms
• Build rapport with technicians to understand career goals, compensation expectations, and reasons for considering a move
• Communicate the company's value proposition regarding pay, culture, truck/tools, schedule, growth path, and benefits
• Handle objections involving counteroffers, non-competes, geography, and compensation
• Pre-screen candidates for relevant experience, driving record eligibility, and cultural fit
• Verify hands-on garage door experience including installation, spring/cable repair, opener systems, and troubleshooting in customer-facing environments
• Maintain an organized, up-to-date candidate pipeline in Ashby
• Report weekly on outreach volume, conversations, interviews, offers, and hires through the ATS
• Schedule candidates with hiring managers and prepare them for interviews
• Manage candidate expectations throughout the hiring process
• Support offer negotiation and close accepted candidates through their start date
• Follow legal and ethical recruiting boundaries and maintain confidentiality
• Support onboarding handoff to operations to improve 90-day retention

HR Business Partner

Talent Scout