Director, Human Resource Business Partner SCM

Asurion•Smyrna, TN

12d•Hybrid

About The Position

The Director, HR Business Partner (Director, HRBP) is a strategic people leader embedded within Asurion's Supply Chain organization, based at the Technology Logistics Center (TLC) in Smyrna, TN. This role partners directly with Supply Chain leadership to design and execute human capital strategies that drive operational performance, workforce scalability, and organizational health across phone remanufacturing, logistics, and distribution functions. This role owns the end-to-end HR agenda, including talent strategy, leadership development, employee relations, and organizational design, while serving as a strategic partner to the business on transformation and performance. The Director, HBRP also leads and develops a team of HR Business Partners, driving consistent, high-impact delivery aligned to business priorities.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Business, or related field
10+ years of progressive HR experience, with at least 5 years in a strategic HRBP capacity
Demonstrated experience supporting large-scale operations, supply chain, distribution, or manufacturing workforces
Proven ability to lead and develop a team of HR Business Partners across multiple geographies
Strong employee relations background with experience managing complex, escalated matters
Experience in a metrics-driven environment with the ability to translate people data into business recommendations
Proficiency in HRIS platforms (Workday preferred)
HRIS proficiency — Workday reporting, org management, position management
Workforce analytics and people data interpretation (headcount, attrition, span of control, labor cost modeling)
Advanced proficiency in Microsoft Excel and PowerPoint for data analysis and executive storytelling
Familiarity with HR technology stack: Workday, UKG, Service Now
Working knowledge of employment law across multi-state operations (FMLA, ADA, FLSA, state-specific wage and hour laws)
Project management fundamentals — ability to manage multiple concurrent HR initiatives with defined milestones and deliverables
AI tools literacy — practical experience using AI-powered platforms (e.g., Microsoft Copilot, generative AI tools, predictive analytics dashboards) to enhance HR decision-making and productivity
Executive presence and credibility — ability to influence senior operations leaders without authority
Strategic thinking with the ability to translate ambiguous business challenges into clear HR action plans
Direct, clear communicator — comfortable delivering difficult messages to leaders and employees at all levels
Strong coaching and development instincts — invests in the growth of both HR team members and business leaders
High emotional intelligence with the ability to read organizational dynamics and adapt approach accordingly
Pattern recognition across org health signals — connecting individual incidents to systemic issues
Bias for action and speed — moves with urgency in a high-volume, fast-paced operational environment
Change leadership — skilled at driving adoption of new processes, tools, and behaviors across large, diverse workforces
Conflict resolution and employee relations judgment — handles sensitive and complex situations with composure and fairness
Collaborative partner — builds trust quickly across HR Centers of Excellence, operations leaders, and frontline teams

Nice To Haves

MBA or advanced degree in HR, Business, or Organizational Psychology
PHR, SPHR, or GPHR certification
Change management certification
Experience supporting phone remanufacturing, reverse logistics, or technology supply chain operations
Demonstrated experience integrating AI tools into HR workflows or analytics practices

Responsibilities

Develop and execute human capital strategies aligned to Supply Chain business objectives, including international multi-site HR alignment, operational scale-ups, and talent optimization.
Serve as a trusted advisor and executive coach to senior Supply Chain leaders, providing direct, data-informed guidance on organizational decisions, team effectiveness, and leadership development.
Lead talent management practices including performance management, succession planning, and high-potential development across Supply Chain functions.
Design and execute retention and engagement strategies tailored to a frontline and technical workforce in the supply chain environment.
Drive change management initiatives across the organization with clear communication strategies and measurable adoption outcomes.
Partner with Talent Acquisition to build and maintain robust pipeline strategies for critical and hard-to-fill Supply Chain roles.
Collaborate with Learning & Development on targeted capability-building programs for frontline supervisors, mid-level managers, and technical roles.
Use workforce analytics and people data to identify trends, predict attrition risks, and recommend proactive interventions to operations leadership.
Partner with Compensation & Benefits to ensure market-competitive pay practices for Supply Chain talent, including shift differentials, skilled trades, and hourly and professional roles.
Lead enterprise-wide HR projects or serve as project lead for Supply Chain-specific initiatives, ensuring timely execution and measurable business impact.
Ensure consistent application of HR policies and compliance with federal, state, and local employment laws across all Supply Chain sites.
Build and maintain strong employee relations practices, resolving complex and escalated matters with speed, fairness, and documentation discipline.
Leverage AI tools and HR technology platforms to automate administrative HR workflows, surface people insights, and increase HRBP team capacity for strategic work.
Stay current on emerging AI applications in HR and supply chain workforce management; serve as an internal thought leader on integrating responsible AI use into HR strategy.