Human Resource Business Partner

Human Resources Business Partner - Columbus, OH

Position Summary

Southland Industries is growing and evolving, and so is the way we partner with our business.

We are looking for an experienced HR Business Partner who wants to do more than support HR programs or respond to day-to-day people needs. This role is for an experienced HR leader who can step alongside senior business leaders, deeply understand how their business operates, and help solve complex business, workforce, talent, and organizational challenges.

Our HRBPs operate as business advisors, organization effectiveness consultants, and enterprise connectors. They translate business priorities into practical workforce and talent strategies, anticipate risks and opportunities, develop leadership capability, and bring the right capabilities from across HR together to solve problems.

This is a highly collaborative role for someone who is commercially minded, curious, comfortable challenging thinking, and equally willing to help develop the strategy and move it into action.

Position Details

Partner with the Business

• Build a deep understanding of the business, including its strategy, operations, financial drivers, customers, workforce, competitive environment, and growth priorities.
• Serve as a trusted advisor to senior business leaders on workforce, talent, organizational, and leadership matters.
• Translate business strategy and operating priorities into integrated people and workforce strategies.
• Participate in business and operating discussions with the ability to understand the broader business context - not just the HR implications.
• Bring an informed point of view, ask thoughtful questions, and constructively challenge leaders when needed.
• Anticipate emerging workforce, talent, leadership, and organizational risks before they become immediate problems.

Partner Across the Workforce

• Build credibility and effectively partner across a diverse workforce and multiple work environments, from corporate and professional teams to project sites and field operations.
• Understand and navigate the different workforce needs, operating realities, and employee experiences of non-CBA and CBA populations.
• Partner effectively with operational leaders, field leadership, Labor Relations, Employee Relations, and other HR partners to address workforce needs while maintaining clear roles and accountability.
• Adapt HR strategies and solutions to different workforce populations while maintaining alignment with enterprise standards, business objectives, and applicable labor requirements.
• Be comfortable spending time where the work happens, building firsthand understanding of the business, workforce, and operating environment.

Shape Workforce Strategy

• Lead strategic workforce planning in partnership with business leaders and Talent Acquisition.
• Assess current and future workforce capabilities, capacity, critical roles, and talent gaps against business growth plans.
• Use business, financial, and workforce data to identify trends, risks, and opportunities and translate those insights into action.
• Help leaders make thoughtful decisions about where to build, buy, develop, deploy, or reorganize talent.
• Connect workforce decisions to longer-term business growth, operational requirements, and capability needs.

Build Leadership & Talent Capability

• Lead and facilitate talent reviews, succession planning, and critical-talent discussions.
• Help leaders objectively assess talent and identify high-potential employees, successors, capability gaps, and development priorities.
• Coach senior leaders on building stronger teams, developing talent, managing performance, and increasing leadership effectiveness.
• Partner with Talent and Learning & Development to translate business needs into scalable talent and leadership solutions.
• Help leaders strengthen the engagement and retention of critical talent.
• Build leadership accountability for talent rather than positioning talent management as solely an HR responsibility.

Improve Organizational Effectiveness

• Partner with leaders on organization design, role clarity, spans and layers, team effectiveness, decision rights, operating models, and organizational capability.
• Look beyond individual employee issues to identify root causes and broader organizational patterns.
• Apply systems thinking to understand how decisions in one part of the organization affect talent, operations, processes, leadership, and other parts of the enterprise.
• Help leaders evaluate organizational tradeoffs and develop practical…