HR Business Partner II

Avolta•Kenner, LA

10d•$77,132 - $93,493

About The Position

The Field HR Business Partner B (HRBP) is the senior-most HR position responsible for a branch or multiple branches with substantially high sales volume within a Region managed by a Senior Director of Operations B or C. The HRBP collaborates with the Senior Director of Operations on HR matters, providing strategic and technical expertise and advice. The role manages the overall branch or cluster HR function and works closely with the Regional HR Director to communicate HR trends, strengths, weaknesses, opportunities, and threats. The HRBP is a visible and engaged partner with Operations, with regular and direct contact with operations management and staff. The position executes policies, procedures, and strategies as directed by the Regional HR Director and develops and administers local HR policies and programs unique to the location. This is an exempt position, reports to the Regional HR Director, and has a dotted-line relationship to the Senior Director of Operations.

Requirements

Bachelor’s degree or demonstrated equivalent.
Ability to analyze information and recommend resolutions to complex problems and strategic challenges.
Technical HR knowledge associated with obtaining and maintaining an HRCI SPHR certification or equivalent.
7–10 years of HR experience, including 3–5 years of HR management experience supervising other HR staff.
Demonstrated competency in developing HR strategies and associate engagement.
Ability to speak, read, and comprehend instructions, correspondence, and policy documents, and converse comfortably with associates; excellent problem-solving and writing skills.
Ability to build collaborative partnerships and experience working with other departments.
Strong working knowledge of local, state, and federal employment-related regulations.
Proficiency with HRIS and business software/systems, including expertise in preparing documents, spreadsheets, and presentations.
Flexibility and adaptability to manage multiple projects and remote direct reports while maintaining focus on critical HR processes.
Ability to lead and work as a team member, and handle confidential matters with discretion.
Ability to travel nationally, regionally, and locally up to 50% of the time.

Responsibilities

Develop and maintain a trusted-advisor relationship with the Senior Director of Operations.
Advise the Senior Director of Operations and operations managers on engagement, retention, training, and discipline issues; identify trends and opportunities for improvement.
Maintain a visible and positive HR presence within the branches and among associates at all levels.
Direct assigned HR staff to ensure associate-relations issues are addressed before they require escalation.
Establish and maintain positive labor relations; participate in arbitrations, grievances, and contract negotiations; ensure operations managers understand their collective bargaining agreements.
Partner with Loss Prevention, Accounting, Supply Chain, and other departments to support operations objectives.
Direct the recruiting life cycle at assigned locations.
Direct delivery of onboarding, orientation, and training.
Communicate regularly with peers to collaborate on common challenges and opportunities.
Communicate regularly with the Regional HR Director about the state of HR at assigned locations.
Maintain knowledge of current technical, regulatory, statutory, and other trends related to Human Resources to provide appropriate advice and counsel.
Conduct confidential HR investigations.
Proactively manage compliance with federal, state, and local laws, collective bargaining agreements, and corporate HR policies.
Administer company and local HR policies, individually or through supervision of others.
Act as supervisor, mentor, and primary resource to other HR professionals on site.