Full-Time Human Resource Business Partner

Human Resources Business Partner has an integral role in creating a “Leading with Respect Culture” and leverages cross-functional partnerships to foster a positive workplace environment through employee communication and engagement.

The HRBP’s focus is to deliver value-added service to management, in alignment with organizational business objectives. This position supports leaders in cultivating an industry-leading employment experience for teammates and acts as a trusted business advisor, aligned with business operations, to provide needed support to achieve shared results.

Compensation: $110,000 - $120,000 annually, plus additional compensation and incentives. Pay based on experience.

Immigration Sponsorship is not available.

Responsibilities:

• Strategic HR Partner to align talent management, workforce effectiveness, and organizational effectiveness strategies.
• Understand business goals and challenges to provide solutions and advise on talent strategies.
• Promote an inclusive and equitable environment, contributing to a positive employee experience.
• Provide coaching and guidance to leaders through change, complex employee relations issues, performance management, career development, and employee engagement.
• Build strong relationships based on trust, integrity, dedicated work ethic, ownership, and accountability.
• Identify and address teammate dissatisfaction to improve the employee experience and increase retention.
• Develop and implement employee engagement and culture change initiatives in partnership with HR and business leaders.
• Identify leadership and organizational development needs and create programs for growth.
• Improve work relationships, build morale, and increase productivity and retention.
• Analyze trends and metrics to develop solutions and policies.
• Maintain knowledge of legal requirements to reduce legal risks and ensure compliance.
• Serve as a conduit between corporate HR and field teammates for clear, consistent, and transparent communication.
• Provide guidance on business unit restructures, workforce planning, and succession planning.
• Provide HR policy guidance and interpretation.
• Perform other related duties as assigned.

Management Responsibility: An individual contributor on the HR team, collaborating with other HRBPs and HR personnel under the direction of the Field Human Resource Director.

Education and Experience: Bachelor's degree (HR or related field preferred), minimum 5 years of Human Resources Generalist experience (multi-unit retail preferred) and minimum 3 years resolving complex employee relations issues; or equivalent combination.

SHRM/HRCI Certification strongly preferred.

Skills & Expertise:

• Managing performance improvement, employee investigations, and issue resolution
• Facilitating difficult conversations
• Execution (operational and strategic), problem-solving, prioritization, and multiple project management
• Using HR experience and business knowledge to drive achievement of business goals
• Coaching and influencing manager and senior leadership
• Coaching, mentoring, and advising employees for growth
• Developing employee relations programs to drive positive change
• Demonstrating empathy, discretion, integrity, and confidentiality
• Resolving issues creatively in a gray area
• Relationship building and change management
• Collaboration in cross-functional teams
• Strong organizational skills, adaptability in a fast-paced environment
• Comprehension, interpretation, and application of applicable laws, guidelines, regulations
• Understanding of organizational hierarchy, jobs, qualifications, compensation practices, and administrative practices
• Excellent attention to detail, investigating experience, and managing case workloads

Work Environment & Physical Requirements: Professional office environment with potential exposure to automotive shop and warehouse environments, use of standard office equipment, prolonged periods sitting/standing, ability to work weekends/holidays, 50% travel to field locations.

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