HR Business Partner

Established in 2012, Faropoint is a pure play RE fund manager focusing on the last mile industrial sector. Having acquired more than 500 warehouses to date, it is the most active aggregator of warehouses in the US in the past five years. Our platform is built to harness the sector’s fragmentation, operating through 7 regional offices with 120+ employees in vertically integrated teams enhanced by proprietary AI-driven tools, while benefiting from compelling fundamentals like constrained supply growth, reshoring, and e-commerce tailwinds.

We are looking for a collaborative, people-first HR Business Partner to join our People & Culture team. Reporting directly to the Chief People Officer, this individual will serve as a trusted partner to managers and employees across the organization, helping build a high-performing, engaged, and development-oriented culture. This is a hands-on generalist role with a meaningful focus on learning and development, employee relations, and organizational health.

The right person brings both the strategic mindset to see patterns and the practical instincts to act on them. They are comfortable navigating ambiguity, building trust quickly, and balancing competing priorities with care and good judgment.

• Act as a day-to-day partner and advisor to managers across assigned business units on people-related matters including performance, team dynamics, and workforce planning
• Coach and support managers in navigating employee issues, performance conversations, and conflict resolution — building their capability over time
• Partner with the CPO on organizational design, headcount planning, and evolving people strategies as the company scales
• Support key employee lifecycle processes including onboarding, internal mobility, promotions, and offboarding/exit interviews
• Build trusted relationships across levels of the organization, serving as a reliable resource and sounding board for both managers and individual contributors

• Design, coordinate, and facilitate learning programs that support manager effectiveness, leadership development, and employee growth
• Assess learning needs across the organization and translate them into practical, high-impact programming
• Partner with external vendors and facilitators as needed to bring specialized content or frameworks to the team
• Support onboarding programs to ensure new hires are set up for success from day one

• Track and analyze employee engagement data; develop actionable insights and present findings to the People team and leadership
• Support the design and execution of engagement surveys, pulse checks, and focus groups
• Help identify and address retention risks, and contribute to initiatives that strengthen culture and belonging
• Support wellness, recognition, and other culture-building programs in partnership with relevant stakeholders

• Manage employee relations matters with discretion, consistency, and sound judgment — escalating to the CPO when appropriate
• Ensure HR practices and documentation are consistent with applicable employment law and internal policy
• Support performance management cycles, including goal-setting, mid-year reviews, and year-end processes
• Maintain accurate employee records and HR documentation in compliance with internal standards

• Partner on select roles for recruiting, including calibration and interviewing
• Support the development and execution of structured hiring practices, including behavioral interview frameworks and assessment integration
• Contribute to compensation benchmarking, leveling, and total rewards conversations in support of a fair and competitive employee experience

Qualifications

• 5–8 years of progressive HR experience, with meaningful time in a business partner or generalist capacity
• Demonstrated experience supporting managers through employee relations issues, performance management, and organizational change
• Hands-on experience designing or facilitating learning and development programs
• Strong analytical skills; comfortable working with engagement data and translating it into clear recommendations
• Excellent interpersonal and communication skills — warm, direct, and able to build trust at all levels
• High degree of discretion, emotional intelligence, and sound judgment in sensitive situations
• Strong working knowledge of employment law and HR compliance requirements

• Experience in professional services, financial services, or real estate environment
• Familiarity with psychometric assessments (e.g., Hogan, Enneagram, DiSC, or similar) and their application in development contexts
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification
• Experience with HRIS platforms and engagement survey tools
• Comfort working in a lean People team environment where autonomy and ownership are expected