HR Business Partner

General Position Summary

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in their designated business units. The position formulates partnerships across the HR function to deliver value‑added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit’s operations, financial position, midrange plans, culture, and market.

• Conduct weekly meetings with respective business leader(s).
• Consult with varying levels of management within assigned Business Unit, providing HR guidance when appropriate.
• Analyze trends and metrics in partnership with the broader HR group to recommend, develop, and execute solutions and programs.
• Manage and resolve complex employee relations issues, conducting effective, thorough, and objective investigations.
• Maintain in-depth knowledge of legal requirements related to day‑to‑day management of employees, reducing legal risks, and ensuring regulatory compliance. Partner with the legal department as needed/required.
• Consult with employees on benefit plans, payroll & HRIS issues and other areas of concern.
• Create and/or approve job requisitions, job changes, organizational changes, extending offers, employee status changes, and other HR related changes in the HRIS system.
• Provide day‑to‑day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provide HR policy guidance and interpretation.
• Develop offer terms for new hires, promotions, and transfers.
• Provide guidance and input on business unit restructures, workforce planning and succession planning.
• Identify training needs for business units and individual executive coaching needs.
• Partner with recruiting team on activities and alignment on open roles. May support or lead recruiting on leadership or specialty roles.
• Draft job descriptions, provide information for job leveling and communicate to the field any changes.
• Perform Exit Interviews and report on trends.
• Provide in-depth guidance and support on new market expansion and market decommissioning efforts, including working with leaders to develop continuity plans, incentives, and severance offerings.
• Special projects as assigned.

Minimum of 8 years of progressive HR experience with exposure to or ownership of business partner responsibilities required. Experience investigating and resolving complex employee relations issues. Experience supporting a geographically dispersed workforce, preferably within a logistics or warehousing environment. Working knowledge of multiple human resource disciplines, including compensation practices, organizational design, employee relations, diversity, performance management, recruiting and federal and state respective employment laws.

Bachelor’s degree preferred. SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM‑SCP) credential preferred, or ability to obtain certification within one year of employment.

• Strong interpersonal, communication, and relationship‑building skills.
• Solid understanding of employee relations, employment law, and HR best practices.
• Excellent conflict resolution and de‑escalation skills.
• Ability to identify risks and mitigate exposure.
• Strong problem‑solving and critical thinking skills.
• Ability to balance strategic thinking with hands‑on execution.
• Strong organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Proficiency in Microsoft Office (Excel, PowerPoint, Word).
• Must be discrete with sensitive information and champion the Suddath values.
• Must be results‑driven and have excellent time management skills.
• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and administrative practices related to those factors.
• Travel:
  Ability to travel…