HR Business Partner

Toters•Geraldine, AL

20d

About The Position

At Toters, the HR Business Partner (HRBP) provides dedicated HR partnership to warehouse operations across an assigned North or South region, supporting the growth of Toters Fresh and Trade. The role works closely with regional Operations leaders and warehouse managers to translate business priorities into practical people plans, strengthen employee relations and retention, and ensure consistent HR practices across multiple sites. It combines hands-on operational support with a proactive focus on workforce planning, performance, engagement, and organizational effectiveness. The HRBP owns the people agenda for a regional warehouse network, using workforce insights and close partnership with Operations to support business decisions and improve employee experience and day-to-day operational performance. Regular travel between warehouse sites in the assigned region is required.

Requirements

At least 5 years of progressive HR experience, preferably in an HR Business Partner or HR Generalist role supporting operational teams.
Experience in employee relations, manager coaching, recruitment, performance management, and employee lifecycle processes.
Working knowledge of Lebanese employment requirements and NSSF-related processes, with the judgment to seek specialist advice when needed.
Strong analytical skills and confidence using workforce data to identify trends, explain risks, and recommend actions.
Excellent communication, relationship-building, influencing, and problem-solving skills, including the ability to handle sensitive matters with discretion.
Ability to balance strategic priorities with hands-on execution, manage competing deadlines, and follow through on commitments.
Willingness to travel regularly between warehouse sites in the assigned region.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, or a related field is preferred.
Experience in a multi-site, high-volume, or operations-intensive environment such as logistics, retail, food and beverage, warehousing, or a similar industry is an advantage.

Responsibilities

Act as the primary HR counterpart for Operations leaders and warehouse managers across the assigned region, building trusted relationships and providing practical guidance on people matters.
Partner with Operations to forecast staffing needs, prioritize vacancies, and plan workforce deployment in line with warehouse openings, business volumes, turnover, and budgeted headcount.
Review workforce trends and operational feedback to identify people risks, capacity gaps, and opportunities to improve HR support across the region.
Partner with Recruitment and Operations to deliver timely hiring for warehouse roles, including high-volume recruitment, interview coordination, open recruitment days, and referral initiatives.
Ensure onboarding, transfers between branches, probation follow-up, and offboarding are completed consistently and in coordination with relevant HR and Operations teams.
Monitor hiring progress and staffing gaps, follow up on delays, and escalate risks that could affect warehouse readiness or business continuity.
Advise managers on day-to-day employee relations matters, including attendance, conduct, grievances, conflict, performance concerns, and policy application.
Handle employee cases fairly, confidentially, and consistently; maintain appropriate documentation and escalate sensitive or high-risk matters when required.
Maintain regular on-site presence across the assigned warehouse network to understand employee concerns, coach managers, and support timely issue resolution.
Drive timely probation reviews, performance follow-up, and improvement plans in partnership with managers and the wider HR team.
Monitor turnover, absenteeism, employee feedback, and exit insights to identify root causes and recommend practical retention actions.
Support employee recognition, development, engagement, and career-growth initiatives suited to warehouse employees and operational needs.
Work with HR Operations and warehouse managers to validate attendance, overtime, time deviations, leave, and other payroll inputs, ensuring discrepancies are resolved before payroll deadlines.
Follow up on employee documentation, NSSF enrollment, joining and leaving records, and other applicable compliance requirements in coordination with relevant HR owners.
Track and report regional indicators such as headcount, vacancies, time to fill, turnover, absenteeism, employee cases, probation outcomes, and payroll exceptions; use findings to drive action.