Job SummaryThis role supports Acuity's Distribution Operations, Global Sourcing, and Enterprise Operations of ~1,000 team members. The organization brings together cross-functional teams across operations, trade compliance operations, sourcing & procurement, distribution planning, customer experience, and operational solutions to further drive Acuity's market leading position.
The HRBP Manager serves as a strategic talent and organization partner to the Operations and Sourcing groups. This role helps translate business priorities into talent, leadership, and organizational actions that strengthen capability, accelerate performance, and enable growth. In close partnership with HR Directors and HR Centers of Excellence, the HRBP Manager coaches leaders, supports organizational design and workforce planning (salary and hourly), leads key talent processes, and uses data and insight to identify risks, opportunities, and actions that improve business outcomes. The role balances strategic thinking with hands-on execution across 6 distribution facilities and plays an important role in helping the organization build capability and adapt to changing business needs on a day to day basis.
This is a primarily onsite position based in either Conyers, GA or Dallas, TX. The role requires 30%+ travel, and when not traveling, the expectation is to work onsite at the plant. Limited hybrid flexibility (up to 1-2 remote days per week) may be available in the future based on business needs and performance.
Key Tasks & Responsibilities (Essential Functions)Key Objectives- Support the application and evolution of career architecture and talent practices within the operations and sourcing functions to strengthen capability, growth, and internal mobility.
- Ensure day to day operations has the necessary HR support where needed. Ability to triage and execute on day to day needs of the business to ensure compliance, risk mitigation, and appropriate applications of relevant collective bargaining agreements.
- Partner with leaders to strengthen leadership capability, support change, and build high-performing teams as well as drive appropriate conflict resolution, coaching, and motivating conversations at the front line leader level.
- Partner with leaders and HR teams to shape career pathing and development approaches for succession building, leadership capability, and workforce development.
- Use workforce data and talent insights to inform decisions that strengthen capability and improve business outcomes.
Core Responsibilities- Partner with HR Directors and business leaders to align talent priorities, organizational needs, and people initiatives with business goals.
- Coach leaders on performance, associate relations, team effectiveness, organizational changes, and career development across front line associates to members of the operations leadership team.
- Advise leaders and associates across key moments in the employee lifecycle, including onboarding, training & development, engagement, and complex associate matters.
- Translate enterprise HR programs into practical, business-relevant solutions while ensuring consistent application of policies, programs, and processes.
- Partner with leaders to support workforce planning, role design, organizational changes, and capability-building efforts.
- Support change initiatives and evolving business needs through thoughtful planning, communication, change leadership, and leader enablement.
- Serve as the connector between managers/supervisors and HR Centers of Excellence, while providing feedback to improve enterprise programs and policies.
- Lead and support talent initiatives aligned with business priorities, including succession, development, and leadership effectiveness.
- Use workforce data, reporting, and talent insights to identify trends, assess risk, support decisions, and improve HR process effectiveness.
- Drive simplification, continuous improvement, and effective use of HR technology to enhance manager and associate experience.
- Champion Acuity's culture and values by helping leaders embed them in daily decisions, team practices, and talent actions.
Skills and Minimum Experience Required- Bachelor's degree in Human Resources, Business, or a related field required.
- 8+ years of progressive HR experience, including experience in a business partner, HR manager, or similar strategic HR role.
- Demonstrated experience coaching and influencing leaders and managers across a range of people and business issues.
- Strong business/financial acumen with the ability to connect talent decisions to business strategy, organizational performance, and future capability needs.
- Experience in employee relations, performance management, and delivery of core HR programs and processes.
- Experience supporting workforce management/planning, organizational design, team effectiveness, or related organization capability work.
- Excellent communication, relationship-building, and project management skills.
- Ability to navigate ambiguity, manage competing priorities, and exercise sound judgment in a fast-changing environment.
- Multisite manufacturing and/or distribution experience
- Full life cycle labor relations/collective bargaining, union avoidance, and CBA interpretation/application
- Ability to travel 30-40% including internationally (Mexico & Canada).
Preferred Experience:- Master's degree in Human Resources, Organizational Development, Business, or a related field
- Bilingual (Spanish and English)
- Previous HR COE experience
- HR responsibilities which include Canada, Mexico, and/or California compliance, labor, and regulatory requirements
