HR Business Partner

POSITION SUMMARY:

The HR Business Partner (HRBP) combines strategic talent acquisition, regulatory compliance, and daily HR operational support across the organization. In this multi-impact role, the HRBP leads critical company-wide transportation compliance initiatives while providing dedicated regional HR partnership.

Company-Wide Operations:
Directs final driver application reviews (Company Drivers and Independent Contractors), ensures complete and audit-ready Driver Qualification (DQ) files, and collaborates with Driver Recruiting to optimize time-to-hire and eliminate workflow redundancies.

New York Regional HR:
Serves as the primary HR contact for frontline operations management and staff across New York facilities, driving local recruitment, employee relations, and state/city labor law compliance.

KEY RESPONSIBILITIES:

1. Operational Recruitment & Talent Acquisition Full-Lifecycle Recruiting:
Manage end-to-end recruitment for operational roles (hourly, supervisory, and functional staff), including sourcing, screening, interviewing, and offer negotiation for New York.

Pipeline Strategy:
Build proactive talent pipelines using job boards, local workforce development centers, industry networks, and community recruitment events.

Onboarding & Orientation:
Partner with hiring managers to conduct seamless onboarding, initial training, and 30/60/90-day check-ins to boost early employee retention.

Applicant Tracking:
Maintain exact records in the Applicant Tracking System (ATS), tracking key metrics such as time-to-fill, cost-per-hire, and drop-off rates.
2. Operational Business Partnership & Employee Relations Primary Operations Contact:
Serve as the first line of HR guidance for managers and team members on company policy, operational performance management, and day-to-day workplace issues.

Employee Relations & Investigations:
Address employee concerns, conduct timely and fair workplace investigations, and recommend appropriate corrective action plans in accordance with company policy and legal guidelines.

Performance Management Support:
Coach operational leaders through mid-year/annual performance evaluations, PIPs (Performance Improvement Plans), and retention strategies.

NY Legal Compliance:
Ensure all hiring, discipline, and separation practices comply with New York State and NYC Labor Laws (including wage transparency rules, paid sick leave, HERO Act standards, and meal break compliance).3. HR Administration & Continuous ImprovementHRIS Maintenance:
Support Leadership in processing status changes, promotions, transfers, and separations in the HRIS promptly.

Offboarding & Exit Interviews:
Conduct exit interviews for operational departures, gathering key insights to present quarterly turnover trends to leadership.

Safety & Compliance Partnerships:
Collaborate with EHS (Environmental Health & Safety) teams on workers' compensation claims, modified duty placements, and workplace safety initiatives.

Cross-Functional Strategy:
Collaborate closely with the Assistant General Counsel and HR leadership to formulate and roll out organizational policies, plans, and processes that advance company-wide objectives.
4. Driver Compliance Driver Qualification (DQ) Management:
Verify and audit all onboarding documentation prior to hire/contracting to guarantee every driver file starts as a fully compliant, audit-ready Driver Qualification file.

Process onboarding of drivers, contractors and equipment ensuring compliance with regulatory and ICOA requirements.

Enters and updates data in multiple safety systems ensuring accuracy by following checklists.

Assist with operational setup and compliance during opening of new terminals.
5. Driver Recruitment Operations Driver Application Compliance:
Conduct final reviews of…