HR Business Partner | Columbus OH

OnTrac•Columbus, OH

1d•$105,000 - $157,000•Hybrid

About The Position

OnTrac is seeking an HR Business Partner to join their dynamic and expanding company. This role is ideal for someone with empathy, a passion for assisting others, the ability to thrive in a fast-paced environment, and strong problem-solving skills. Founded in 1986, OnTrac is a leading provider of same-day and next-day delivery services in the U.S. for premier e-commerce and product-supply businesses. The position is hybrid, requiring 3 days a week in the Columbus, OH office.

Requirements

5+ years of progressive HR experience in multi-site environments
Bachelor’s degree in Human Resources, Business Administration, or a related field
Demonstrated experience supporting 850–1,000 employees across multiple states
Proven track record in employee relations, performance management, and org development
Experience with HRIS, Excel, and data visualization tools (e.g., Power BI, Tableau) to support workforce planning, engagement, and retention
Ability and willingness to travel up to 30% (inter‑ and out‑of‑state)

Nice To Haves

Professional certification (SHRM‑CP, SHRM‑SCP, PHR, or SPHR) strongly preferred

Responsibilities

Serve as strategic advisor: Partner with facility operations leaders to understand site needs, influence decisions, and align enterprise HR programs with local goals.
Lead change and core HR cycles: Coach leaders on change management and drive performance management, succession planning, talent selection, and related HR processes.
Own onboarding for key leaders: Build and manage onboarding plans for General Managers; partner with Talent Acquisition and IT to ensure day‑one readiness.
Strengthen performance and Employee Relations: Guide managers on coaching, counseling, and discipline; lead investigations with clear plans, findings, and risk assessment, escalating to Legal as appropriate.
Develop talent and careers: Educate and support Individual Development Plans (IDPs) and enable leadership capability building at the site level.
Boost engagement and retention: Design and deliver programs that improve culture, belonging, and retention in partnership with local leaders.
Turn data into action: Synthesize people and business metrics to deliver insights and recommendations that optimize the employee experience and outcomes.
Enable policy clarity and compliance: Interpret policies for managers and employees; recommend implementation decisions and ensure consistent application.
Stay close to the field: Conduct strategic site visits to assess culture, gather feedback, and implement facility‑level initiatives; align labor planning with GMs and recommend adjustments supported by operational and financial data.
Lead cross‑functional HR initiatives: Partner with Total Rewards, Recruiting, Employee Resource Center, and Talent Management to deliver cohesive, enterprise programs.