HR Corporate Manager (HRBP)

FleetPride•Irving, TX

10d•Onsite

About The Position

FleetPride is the largest after-market distributor of heavy-duty truck and trailer parts in the U.S. with some of the best and brightest people in the business! Partner with the best in the heavy-duty industry and apply today! As a true “business partner” to the FleetPride organization, the HR Corporate Manager (HR Business Partner) is responsible for delivering results through influence, strategic guidance, and proactive management of employee relations and human capital initiatives. This role focuses on building a high-performing workforce, advising leaders on employee relations, and partnering with management to align human resources strategies with organizational goals. The HR Corporate Manager drives talent acquisition, retention and development strategies to ensure a strong pipeline capable of delivering on operational plans and long-term business objectives. This role also ensures compliance with all regulatory, legal, and company standards within the assigned corporate footprint.

Requirements

Bachelor’s Degree or High School diploma (or equivalent) with an additional three (3) years of experience in related capacity
Minimum of 5 years of HR Business Partner related experience, including 3-5 years of exempt-level HR Generalist experience (preferred).
Strong ability to identify, diagnose and resolve employee issues that impact business performance.
Knowledge of employment laws and regulations, including but not limited to FLSA, FMLA, ADA, EEO, HIPAA, and OSHA.
Ability to work independently under tight timelines, managing multiple priorities in a fast-paced environment.
Competence in partnering on HR functional areas such as performance management, compensation, benefits, training and recruiting to drive business results.
Demonstrated ability to work effectively in a highly collaborative and interdependent HR organization
Intermediate to advanced proficiency with Microsoft Word, Excel and PowerPoint, familiarity with Workday a plus.
Valid drivers’ license with clean driving record
Active listening and effective verbal and written communication skills.
Time management and ability to prioritize multiple initiatives efficiently.
Reading comprehension and ability to understand complex policies and documentation.
Critical thinking and problem-solving to identify solutions and advise managers.
Leadership and influence skills to guide individuals and teams toward organizational objectives.
Awareness of others’ perspectives and the ability to navigate sensitive employee relations situations.
Creativity and originality in developing HR solutions and strategies.

Nice To Haves

Experience in a multi-site organization (preferred).

Responsibilities

Consult with employees and managers to identify employee relations trends and root causes of work-related issues, applying a consistent, systematic approach to resolution.
Conduct investigations into misconduct or policy violations and recommend appropriate follow-up actions.
Provide strategic and operational HR leadership, offering creative solutions for business situations, organizational restructuring, recruiting, and workforce planning.
Focus on aligning and driving behaviors consistent with overall organizational strategy.
Serve as a strategic HR Business Partner, linking the HR agenda to business plans to drive organizational results.
Drive HR operational excellence by facilitating achievement of business unit performance objectives, promoting positive employee relations, building managerial competencies, and increasing cultural competence.
Improve organizational effectiveness through consultation on change management, leadership development, organizational design, communication, and employee engagement.
Monitor compliance and mitigate risk related to company policies and location-specific employment laws and regulations.
Ensure consistent application of HR programs, policies, and practices across assigned geographies.
Support benefit and compensation programs, including structural initiatives and analysis.
Establish performance measures, review performance appraisals, formulate development goals aligned with organizational priorities, identify opportunities for employees to leverage strengths, and create/follow through on Performance Improvement Plans (PIPs).
Train managers on HR topics including recruitment, harassment prevention, company policies, people management, and leadership development.
Provide hands-on support to employees and managers to enhance understanding and effective use of HR tools, processes, and policies, maximizing organizational performance and compliance.
Collaborate with managers on recruitment and selection to support talent pipeline forecasting and planning.
Advise and partner with managers on staffing decisions, including hiring, promotion, demotion, and terminations.
Create, disseminate, and analyze HR reports to provide actionable insights and add value to business operations.
Deliver innovative HR solutions with a focus on driving business success and meeting organizational objectives.
Participate in assigned programs or special projects as needed.