The Human Resources (HR Business Partner) serves as a strategic advisor to leaders across Cando's In-Yard Operations (IYO) business in the United States. This role partners closely with operational leadership to align people strategies with business objectives, driving employee engagement, workforce effectiveness, leadership capability, and organizational performance.
The HR Business Partner provides both strategic and hands-on support in employee relations, talent management, workforce planning, organizational development, change management, and compliance. The successful candidate will thrive in a fast-paced operational environment and demonstrate the ability to balance business priorities with a strong employee experience.
This position supports multiple rail switching and industrial operations throughout the United States and requires regular collaboration with field leaders, frontline employees, and corporate HR partners.
ESSENTIAL JOB DUTIES AND KEY RESPONSIBILITIESStrategic Business Partnership- Partner with operational leaders to develop and execute people strategies that support business goals and operational performance.
- Serve as a trusted advisor and coach to leaders on workforce planning, organizational effectiveness, talent development, and leadership capability.
- Support organizational growth, restructuring efforts, succession planning, and change management initiatives.
- Analyze workforce trends and HR metrics to identify opportunities, mitigate risks, and support informed business decisions.
Employee Relations and Leadership Support- Provide guidance and support on employee relations matters, performance management, workplace investigations, corrective action, and conflict resolution.
- Coach leaders on effective people management practices and consistent application of company policies.
- Promote a positive workplace culture aligned with Cando's values, expectations, and commitment to operational excellence.
- Assist leaders in navigating complex employee situations while balancing employee experience, business needs, and compliance requirements.
Talent Management and Organizational Development- Support talent review, succession planning, leadership development, and employee growth initiatives.
- Partner with Talent Acquisition to develop recruiting strategies and support workforce planning needs.
- Identify opportunities to strengthen organizational capability and leadership effectiveness.
Compliance and Risk Management- Ensure compliance with applicable federal, state, and local employment laws as well as company policies and procedures.
- Partner with Operations, Safety, Payroll, and other stakeholders to address workplace issues and workforce-related risks.
- Support policy implementation, compliance initiatives, audits, and continuous improvement efforts.
HR Programs and Projects- Lead and participate in HR initiatives, process improvement efforts, integrations, and business transformation projects.
- Collaborate with HR Business Partners on compensation, learning and development, and other virtual HR centers of excellence to deliver effective people solutions.
- Support communication and implementation of company-wide HR programs and initiatives.
REQUIREMENTS/QUALIFICATIONS- Bachelor's degree in Human Resources, Business Administration, Industrial Relations, or a related field.
- Five (5) or more years of progressive Human Resources experience.
- Experience supporting operational, industrial, transportation, logistics, manufacturing, field-service, or similarly distributed workforces.
- Strong knowledge of employment laws, employee relations, and HR best practices.
- Experience conducting workplace investigations and managing complex employee relations matters.
- Demonstrated ability to influence and build credibility with leaders at multiple levels of an organization.
- Strong communication, problem-solving, conflict resolution, and analytical skills.
- Proficiency with HR systems and Microsoft Office applications.
- Ability and willingness to travel up to 25% to operational locations throughout the United States.
Preferred Qualifications- Professional Human Resources certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent.
- Experience supporting rail, transportation, logistics, industrial, or heavy industrial operations.
- Experience supporting multi-site operations.
- Experience working in unionized environments.
- Experience supporting organizational change, business integrations, or workforce transformation initiatives.
WHAT SUCCESS LOOKS LIKE- Build trusted partnerships with operational leaders and employees.
- Provide practical, business-focused HR guidance that supports operational performance.
- Improve employee engagement, leadership effectiveness, and organizational capability.
- Promote consistent application of company policies and employment practices.
- Influence business decisions through meaningful workforce insights and data.
- Balance operational realities with a strong commitment to people, safety, compliance, and culture.
PHYSICAL REQUIREMENTS AND WORKING CONDITIONS- Position is largely sedentary in a climate-controlled office environment.
- Sitting for extended periods of time while working at a computer or desk.
- Frequently uses hands and fingers for keyboarding, writing, and operating office tools.
- Reads printed materials and computer screens, adjusts focus, and maintains attention to detail.
- Hears and speaks frequently to communicate effectively in-person, by telephone, or via virtual platforms.
- Ability to lift, push, pull, and reach office-related supplies, files, chairs, and carts.
- Ability to move for short periods between work areas to attend meetings or retrieve materials.
- Exposed to standard office-related materials and substances, with low-to-moderate noise levels.
- During operations visits, may be required by the site or customer to wear PPE, including but not limited to respirators, safety glasses, gloves, steel-toed footwear, fire-resistant and/or high-visibility clothing, and hearing protection.
ADA DISCLAIMERThis description is intended to outline the general nature and level of work performed. It is not an exhaustive list of all responsibilities, duties, or skills required. While this is intended to be an accurate reflection of the current job, Cando reserves the right to revise the job or to require that other or different duties, responsibilities, or tasks be performed as assigned.
