The HR Business Partner (HRBP) serves as a strategic advisor to leadership, aligning business objectives with employees and management across multiple sites. This role is program-driven, providing subject matter expertise in at least one core HR discipline while mentoring team members and supporting 500+ employees. The HRBP partners with leaders to staff, engage, develop, and maintain safe and compliant workplaces, delivering HR strategies that drive business outcomes.
Key ResponsibilitiesEmployee Relations & Investigations- Conduct thorough, timely, and objective investigations into complex employee relations (ER) matters, ensuring fair resolution.
- Partner with leadership to identify ER trends and implement preventive strategies.
- Maintain high standards of documentation and compliance, minimizing legal risk.
Performance Management & Corrective Actions- Coach managers on corrective actions, disciplinary measures, and performance management best practices.
- Mentor leaders on workforce planning and succession strategies.
- Serve as a strategic advisor on performance-related matters to senior site leadership.
HR Strategy & Business Partnership- Align HR strategies with operational and business goals, supporting multi-site coverage.
- Provide data-driven insights to improve productivity, retention, and morale.
- Anticipate workforce needs and proactively propose strategic HR initiatives.
Talent Management & Succession Planning- Own talent acquisition for multiple sites, including leadership roles, while maintaining hiring efficiency metrics.
- Develop scalable recruitment strategies and implement employer branding initiatives.
- Ensure job descriptions, interview plans, and succession plans are current and aligned with business needs.
Policy & Compliance Leadership- Provide guidance on company policies, ensuring consistent application across locations.
- Monitor compliance with federal, state, and local employment laws, proactively addressing risks.
- Lead policy refinement efforts to ensure clarity, compliance, and operational alignment.
Data Analysis & HR Reporting- Maintain and analyze key HR metrics including labor trends, engagement scores, and retention rates.
- Provide actionable insights to leadership based on HR data.
- Use reporting to influence decision-making and optimize workforce planning.
Change Management & Process Improvement- Lead HR process improvements and change initiatives with minimal disruption to operations.
- Partner with cross-functional teams to ensure smooth adoption of new policies and systems.
Leadership & Cross-Functional Collaboration- Build strong relationships with site and regional leadership, influencing HR and operational strategies.
- Mentor HR team members, sharing expertise and supporting professional development.
- Collaborate with Operations, Safety, Talent Acquisition, and other HR functions to ensure cohesive service delivery.
Required Skills & Abilities- Strategic thinking with proven ability to influence senior leadership.
- Strong analytical, problem-solving, and data interpretation skills.
- Excellent interpersonal, verbal, and written communication skills.
- Deep knowledge of multiple HR disciplines and relevant employment laws.
- Proficiency in Microsoft Office Suite and HRIS systems (e.g., Workday).
- Demonstrated success in a program-driven, multi-site HR role.
Education & Experience- Bachelor's degree required; advanced degree preferred.
- SHRM-CP or SHRM-SCP certification (or ability to obtain within one year).
- 5-7 years of progressive HR experience in a warehousing, distribution center, or supply chain/logistics environment, including complex ER case management.
- Experience supporting 500+ employees across multiple locations.
- Proven track record of designing and implementing scalable HR programs.
