HR Business Partner lll

DHL eCommerce•Avenel, NJ

25d•$88,800 - $103,000

About The Position

At DHL eCommerce, the HR Business Partner serves as a strategic partner to distribution center (DC) leadership, supporting business results and employee engagement. The role leads the execution and continuous improvement of core HR programs at the DC, including employee communications, staffing, benefits, training, employee relations, performance management, and safety. It ensures consistent, compliant, and well-documented application of HR policies and procedures. Depending on the DC’s size and complexity, the HR Business Partner may work independently as the sole HRBP or as part of a multi-layer HR team. The role provides strategic oversight and hands-on support across the employee lifecycle, staffing and agency partnerships, onboarding, payroll and timekeeping, attendance, performance management, benefits, leave administration, employee relations investigations, records governance, compliance, and safety-related processes. It advises leaders and employees, collaborates with Corporate HR and other business partners, and supports employee communication and engagement through visible participation in the distribution center. The work takes place in both professional office and warehouse environments, with frequent standing and walking and regular workstation sitting. The environment may involve varying hot and cold temperatures, moderate noise, dust, dirt, and changing lighting. Up to 10% travel is required to visit other sites, train employees, and attend meetings. The employee must be able to work a range of shifts based on operational need and several hours at night or early morning at least once per week.

Requirements

5 to 8 years of progressive HR-related experience, including staffing management, employee relations, performance management, timekeeping, and/or safety.
3 years of experience in a warehouse or production environment.
Able to work several hours at night or early morning at least once per week.
Effective communication skills across multiple methods and employee levels.
Ability to self-prioritize competing responsibilities and programs.
Demonstrated good judgment in complex situations.
Ability to influence the mindsets and behaviors of others.
High level of confidentiality.
Proficiency in Microsoft Outlook, Word, Excel, and PowerPoint.
Legally authorized to work in the United States without requiring employer-sponsored work authorization now or in the future.

Nice To Haves

Bachelor’s degree in HR or a related field.
HR certification.

Responsibilities

Partner strategically with Operations leadership, Training and Quality, and Talent Acquisition to anticipate workforce needs, hire qualified employees, and coordinate hiring initiatives.
Coordinate onboarding, including facilitating orientation, processing HR documentation, and arranging system access.
Lead hiring, training, coaching, and performance management for the HR Administrator role.
Manage the workforce lifecycle for direct and temporary employees while ensuring regulatory compliance and operational consistency.
Establish and manage partnerships with temporary staffing agencies, evaluating their performance against changing staffing needs.
Maintain accuracy, attention to detail, and data integrity across HR processes, documentation, and systems, completing work according to established procedures and standards.
Provide strategic oversight of payroll operations, including timekeeping, pay reconciliation, and labor reporting.
Monitor payroll and HR system reporting for regulatory compliance and data quality, collaborate on compensation structure initiatives affecting distribution center operations, and lead performance management processes.
Partner with Operations to oversee attendance management, consistent reporting and policy application, and data integrity; guide corrective actions and manage the Perfect Attendance Program.
Advise leaders on policy interpretation and employment law compliance; serve as a subject matter expert for assigned states; oversee HR record governance and audits, including personnel files and I-9s; assess and mitigate risk using data and reporting; and ensure compliant, timely STA applications and renewals.
Lead employee relations matters from intake through resolution, direct timely and objective investigations, develop recommendations, and escalate and manage high-risk or regulatory matters with Corporate HR, including Title VII-related investigations.
Oversee employee benefits and engagement programs, including enrollments, changes, and terminations; advise employees and leaders; and support engagement through recognition, communication forums, and EOS insights.
Partner with employees and the third-party administrator to manage FMLA, ADA, STD, and other leave-of-absence processes, including communications and documentation; collaborate with HR Leadership on complex or sensitive cases.
Participate in employee meetings, performance dialogues, and Town Halls; conduct routine floor walks and maintain availability at the HR Bar to support employee communication and engagement.
Support workplace safety and risk management through compliant accident reporting, documentation, and claims administration; partner with employees, leadership, claims management, Loss Prevention, and Safety teams on case management, OSHA compliance, and employee care.
Maintain governance standards for employee communication boards and compliance postings, including timely display of legal notices and required information.
Oversee the employee ID badge program in partnership with Operations, ensuring timely issuance and ongoing compliance with badge requirements.