HRBP Supervisor

Ballester Hermanos, Inc.•Dorado, PR

1d•Hybrid

About The Position

The HR Business Partner Supervisor leads and develops the Human Resources Business Partners team, ensuring consistent and high-quality execution of HR strategies, programs, and policies across all assigned business units. Acts as a strategic partner to operational leaders, promoting a high-performance culture, strengthening leadership capabilities, and ensuring compliance with talent management, labor relations, and organizational development practices. Responsible for coordinating, prioritizing, and supervising the work of the HRBP team, providing direction, coaching, and support to ensure a consistent internal customer experience and alignment with the organization's strategic objectives.

Requirements

Bachelor's degree in Human Resources, Business Administration, Industrial Psychology, or equivalent.
7+ years of progressive experience in Human Resources.
3+ years supervising HR teams.
Experience as an HR Business Partner.
Experience handling labor relations, conflict resolution, and organizational climate.
Proficiency in HRIS tools (preferably Workday).
Solid knowledge of local labor legislation and compliance practices.
Proficiency in MS Office and Power BI.
Excellent communication, influence, and negotiation skills.
Ability to build trusting relationships with leaders and employees.
Strategic thinking and solution-oriented approach.
Ability to handle sensitive situations with confidentiality and judgment.
Proficiency in English and Spanish.
Flexibility to travel between locations as needed.

Nice To Haves

Master's degree in Human Resources or Organizational Development.
PHR/SPHR or SHRM-CP/SHRM-SCP.
Experience supporting multi-location operations is preferred.

Responsibilities

Conduct 1:1 meetings with HR team members for motivation, reinforcement, monitoring, and oversight.
Ensure monthly HR department meetings and create an agenda of key topics for discussion.
Create and manage development plans for direct reports.
Conduct annual performance evaluations for direct reports.
Document any functional non-compliance by direct reports (Progressive Discipline Process or Performance Improvement Plans).
Interact with HRBPs to maintain a balanced assigned workload.
Facilitate and support direct reports in achieving continuous improvement and process efficiency.
Ensure effective onboarding processes for new HR team members, including operational areas, to guarantee orientation, integration, and socialization into new roles (e.g., Seven Steps for New Employee Development).
Conduct monthly audits to verify that all HRBPs have completed all steps in each of their functions.
Provide collaboration to the HR & OD VP on talent strategy for the Human Resources team in the short, medium, and long term.
Ensure HRBPs are knowledgeable of HR operations processes and apply them as defined.
Cover HRBP absences.
Act as backup in case the HR & OD VP is on leave (e.g., Vacation, Sick Leave, SINOT, FMLA, etc.).
Represent the HR team in meetings and/or activities as required.
Act as an expert in handling escalations of interpersonal and labor relations cases.
Supervise the status of open cases daily.
Ensure the creation, implementation, notification, and training of new policies and procedures related to interpersonal relations, labor relations, and applicable labor laws/regulations.
Oversee the recruitment of vacant positions within the HR department and interact with recruiters to ensure the recruitment of vacant positions for the clients managed by the team.
Manage the responsibility for the annual EEOC and AAP report when required.
Ensure the payment of annual performance bonuses, Christmas bonuses, and others applicable to BHI employees.
Identify needs for new policies on work-related aspects, develop, and implement them.
Document and maintain updated HR Department Procedures.
Support the management of HR metrics and reports, ensuring monthly analysis and discussion with the HR team.
Ensure decisions are made to achieve greater efficiency and cost savings in the department's operation based on data provided by HR metrics.
Identify and satisfy any needs the HR department may have.
Perform any other reasonable task that may be required.