HR Business Partner - 100% Remote

About the Company i2G Systems specializes in advanced electronic security and life safety solutions designed to protect people, facilities, and critical assets. Its capabilities include video surveillance, access control, intrusion detection, biometrics, fence sensors, radar, ground sensors, anti-drone technologies, and enterprise technology integrations. The company provides design, project management, and commissioning services to help customers address complex security needs. About the Role i2G Systems is seeking an HR Business Partner to work closely with leaders and managers across assigned business areas. This role connects HR strategy with operational priorities, helping the organization plan its workforce, develop talent, strengthen management practices, and address employee matters effectively. The HR Business Partner will take an active role in business discussions, using workforce data and practical HR expertise to identify needs, advise leaders, and support organizational growth. The position combines employee relations, talent management, performance development, workforce planning, and manager coaching, with an emphasis on sound judgment, accountability, and consistent HR practices. The role is fully remote for candidates located in the Central or Mountain Time Zones. Occasional travel may be required to support the company's Central and West Coast offices and teams. Candidates located within reasonable proximity to an i2G office will receive preference.

Key Responsibilities

Serve as the primary HR partner to assigned leaders, managers, and departments, developing a strong understanding of their operations, priorities, and workforce needs. Build trusted relationships with business leaders and contribute to workforce, organizational, project, and budget planning discussions. Translate business priorities into practical people strategies in partnership with HR leadership. Review workforce indicators such as turnover, headcount, vacancies, hiring trends, and performance to identify risks and opportunities. Partner with leaders on staffing plans, critical skills, talent gaps, promotion readiness, succession planning, and organizational capacity. Work with Talent Acquisition and external recruiting partners to align hiring priorities, role requirements, candidate evaluations, and selection decisions with business needs. Coach managers on interviewing, hiring decisions, workforce planning, and candidate experience. Support workforce pipeline initiatives involving apprenticeships, skilled trades, educational institutions, community organizations, and industry partnerships. Help new employees integrate successfully through onboarding and early employment support. Coordinate performance management activities, including quarterly check-ins, goal setting, development conversations, and formal performance actions. Coach managers on setting expectations, providing feedback, documenting performance, addressing concerns, and creating employee development plans. Identify performance patterns, high-potential employees, development needs, retention risks, and succession opportunities across assigned teams. Serve as the first HR point of contact for employee relations matters, including workplace conflict, attendance, performance, conduct, and employee concerns. Conduct workplace investigations and ensure findings, documentation, and follow-up actions are objective, thorough, and timely. Escalate complex matters to HR leadership or other appropriate partners and identify recurring issues that may require broader solutions. Apply company policies and employment practices consistently while using sound judgment to address individual circumstances. Coach managers on communication, accountability, employee development, team effectiveness, and challenging workplace situations. Support organizational changes, leadership transitions, team growth, and change-management initiatives. Partner with HR leadership and business leaders to identify organizational design, role clarity, reporting structure, and capability gaps. Help implement leadership development and manager enablement programs across assigned teams. Work with the broader HR team to implement HR programs, improve processes, and provide feedback on policies, systems, and procedures. Maintain accurate and timely employee documentation and coordinate employee actions with HR Operations. Collaborate with HR, Talent Acquisition, Finance, Operations, and other functions to ensure people-related decisions are coordinated and implemented effectively. Contribute to HR initiatives and special projects as i2G Systems continues to grow.

Required Qualifications

At least three years of progressive HR experience, preferably in an HR Business Partner, HR Generalist, People Partner, or similar role supporting managers and employees. Bachelor's degree in Human Resources, Business, Organizational Development, or a related field, or equivalent relevant experience. Hands-on experience across multiple HR areas, including employee relations, performance management, talent management, workforce planning, and talent acquisition. Experience handling employee relations matters and workplace investigations from initial concern through resolution. Experience supporting performance management cycles and coaching managers on performance and development conversations. Experience partnering with recruiting teams or external staffing partners and supporting hiring and selection decisions. Strong business acumen and the ability to understand team operations and connect people decisions to business outcomes. Sound judgment and the ability to navigate complex situations where solutions may not be straightforward. Ability to build credibility with operational leaders, department heads, managers, and employees at all levels. Confidence in respectfully challenging leaders, asking difficult questions, and offering informed recommendations. Strong written and verbal communication skills, with the ability to communicate clearly without unnecessary HR jargon. Strong organizational skills and the ability to manage competing priorities in a growing organization. Professionalism and discretion when handling sensitive and confidential information.

Preferred Qualifications

Experience supporting a distributed, multi-state workforce. Experience in a growing operational, technical, construction, field service, security integration, or similar environment. Experience using HRIS platforms and workforce data to identify trends and support business decisions. Experience supporting organizational growth, acquisitions, integrations, or significant workforce changes. SHRM-CP, PHR, or an equivalent HR certification. Work Arrangement Work Location: Fully remote for candidates in the Central or Mountain Time Zones. Travel: Occasional travel may be required to support Central and West Coast offices and teams. Location Preference: Candidates within reasonable proximity to an i2G office will be preferred. Equal Opportunity i2G Systems is an Equal Opportunity employer.