HR Business Partner

NXTPoint Logistics•Coppell, TX

9d•Hybrid

About The Position

NXTPoint Logistics provides a complete range of end-to-end supply chain solutions spanning from distribution, warehousing and fulfillment to managed logistics, transportation and final mile delivery. It leverages broad 3PL capabilities, market-leading technology and deep vertical industry expertise to help both large and small clients reach greater levels of efficiency, service and profitability. With over 30 owned facilities, more than 3.5 million square feet of warehouse space and an extensive partner network, NXTPoint Logistics offers the broad capabilities and reach of a large 3PL company while maintaining its commitment to being the most flexible and responsive provider in the industry. Learn more at nxtpointlogistics.com. This role will be based in either Coppell, TX or Jacksonville, FL (with a preference for Coppell), and follows a hybrid schedule of four days onsite and one day remote. This position reports to the HR Director. As the HR Business Partner, you’ll support an employee population of approximately 200+ (and growing) team members across a fast-paced logistics environment with a geographically distributed workforce. The role includes a mix of strategic partnership and direct employee support, working closely with our teams across all levels, from entry-level warehouse roles to Director and VP+ leadership. This is a hands on HRBP role where balancing day-to-day employee needs with broader-term business initiatives is key. Travel to facility sites will be required based on business needs and is estimated at approximately 20–30%. If based in Coppell, there will be a quarterly visit expectation to the Jacksonville home office. General position summary: The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in their designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's operations, financial position, midrange plans, culture, and market.

Requirements

Minimum of 8 years of progressive HR experience with exposure to or ownership of business partner responsibilities required.
Experience investigating and resolving complex employee relations issues.
Experience supporting a geographically dispersed workforce, preferably within a logistics or warehousing environment.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational design, employee relations, diversity, performance management, recruiting and federal and state respective employment laws.
Strong interpersonal, communication, and relationship-building skills
Solid understanding of employee relations, employment law, and HR best practices
Excellent conflict resolution and de-escalation skills
Ability to identify risks and mitigate exposure
Strong problem-solving and critical thinking skills
Ability to balance strategic thinking with hands-on execution
Strong organizational skills and attention to detail
Excellent time management skills with a proven ability to meet deadlines
Proficiency in Microsoft Office (Excel, PowerPoint, Word)
Must be discrete with sensitive information and champion the Suddath values
Must be results driven and have excellent time management skills
Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors

Nice To Haves

Bachelor’s degree preferred.
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential preferred, or ability to obtain certification within one year of employment

Responsibilities

Conducts weekly meetings with respective business leader(s).
Consults with varying levels of management within assigned Business Unit, providing HR guidance when appropriate.
Analyzes trends and metrics in partnership with the broader HR group to recommend, develop, and execute solutions and programs.
Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the legal department as needed/required.
Consults with employees on benefit plans, payroll & HRIS issues and other areas of concern.
Creates and/or approves job requisitions, job changes, organizational changes, extending offers, employee status changes, and other HR related changes in the HRIS system.
Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provides HR policy guidance and interpretation.
Develops offer terms for new hires, promotions, and transfers.
Provides guidance and input on business unit restructures, workforce planning and succession planning.
Identifies training needs for business units and individual executive coaching needs.
Partners with recruiting team on activities and alignment on open roles. May support or lead recruiting on leadership or specialty roles.
Drafts job descriptions, provides information for job leveling and communicates to the field any changes
Perform Exit Interviews and report on trends
Provide in depth guidance and support on new market expansion and market decommissioning efforts. Including working with leaders to develop continuity plans, incentives, and severance offerings.
Special projects as assigned