Human Resources Business Partner

The Opportunity

This position is a strategic role performing a broad range of (HR) talent‑related duties while providing day‑to‑day talent support for assigned geographies/business groups. The role will work closely with the Regional CEO, COO, Market Presidents, and their direct reports to facilitate their goals and any people related strategies. It serves as the initial point of contact for frontline leaders and employees, providing consultation, guidance, and interpretation of employment‑related policies and practices.

The role will support organizational growth, development, staffing, and succession management using Workday people management tools and analytics. This individual should be located in the Toledo, OH market.

• Design and implement talent/succession management processes, managing the talent pipeline: sourcing, selection, succession planning, and leader development.
• Work closely with leadership to design effective organizational structures, reviewing staffing needs, and support associated changes, including communication plans to affected groups.
• Provide people‑analytic support to leaders as needed for various people processes (e.g., HR metrics and analysis) using Workday tools, dashboards, and analytics.

• Work with the Regional CEO and COO to use quality techniques that ensure a continuous pipeline of talent at all levels.
• Support workforce planning with the leadership team and talent acquisition to align forecasts and talent‑pipeline needs with budgets.
• Collaborate with the Talent Acquisition team and Hiring Manager on hiring processes, ensuring leaders demonstrate strong interview skills. Coach and support throughout the process, participate in interviews as needed, and manage debriefing to ensure the organization hires top‑notch candidates aligned with role and culture.
• Analyze turnover trends and identify improvements to retain employees.

• Understand development needs for the supported groups.
• Identify top and emerging talent and ensure action plans are in place.
• Supply input to the Corporate Learning function for training needs of respective groups.
• Provide leadership and direction to ensure programs align with the talent model and integrate at all levels.
• Develop and enhance tools for leader selection, assessment, development, and deployment in collaboration with the Regional CEO, COO, and Market Presidents.

• Support new‑hire orientation, mentor programs, goal setting, training, and development to enhance career advancement. Ensure current core competencies and develop future skills while continuously improving the performance management system.

• Monitor and manage employee concerns, investigations, morale, and team building; support day‑to‑day communication of company information.
• Analyze and share employee engagement survey reports, identify strengths and improvement areas, and ensure follow‑through on changes.
• Consult managers on day‑to‑day employee issues, including counseling and conflict resolution.
• Oversee employee recognition and team‑building functions such as Company picnic, Best At What We Do (BAWWD) recognition, and Service Awards.

• Administer and process employee terminations and retirements, including documentation, exit interviews, and supporting legal proceedings.
• Use exit interviews to analyze areas for improvement in talent‑management processes.

• Participate in relevant professional organizations such as SHRM.
• Attend conferences and seminars to maintain state‑of‑the‑art practices as deemed appropriate by the Chief Human Resources Officer.

Perform other duties and special projects as requested. This role requires flexibility and adaptability to take on different assignments in a fast‑paced environment.

• Bachelor’s degree or equivalent work experience in Human Resources or a related position.
• Advanced degree such as MBA, Master’s in Human Resources, or Master’s in Organizational Development is a plus.
• Minimum of five years (8–10+ years preferred) of organizational…