SCOPE AND RESPONSIBILITIES

Reporting to the Vice President of HR and the local General Manager, HR Business Partner is a key link between the company and its human resource function both internally and externally. The goal for each HRBP is to foster a partnership with operational leaders by identifying, qualifying, establishing, and strengthening relationships with all stakeholders and conveying the company’s core values and putting people first culture. This individual will be the HR liaison and “Culture Keeper”, they must demonstrate trustworthiness and confidentiality. Responsible liaison that manages the people operation not just in-person at their local distribution center but at their remote satellite locations in their region.

The successful candidate will be a capable human resource professional with demonstrated experience in employee engagement.

Specific Responsibilities:

• Provides people operation insights and guides leadership in the management of their staff

• Participates in coaching and accountability sessions with team members including leadership within their local organization.

• Provides recommendations for disciplinary actions, terminations in adherence to policy, past practice and legal standards.

• Facilitates communication throughout their region and ensures that corporate initiatives or expectations are being socialized.

• Handles employment-related inquiries from applicants, team members, and supervisors, referring complex and/or sensitive matters to the appropriate staff.

• Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with hiring managers to understand skills and competencies required for openings.

• Will adopt and execute Culture Index into talent strategy in both talent acquisition and performance management.

• Organizes and deploys all activities surrounding employee engagement from new hire to retirement for the region that they are assigned.

• Identifies and reports risks within the people operation and provides a solution-based approach to said issue.

• Initiates investigations as labor related issues arise and knows when to escalate to next tier in a timely manner

• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.

• Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.

• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

• Payroll activities may be required

• Travel to offsite locations as needed

• Performs other duties as assigned