Human Capital Business Partner

Rehrig Pacific Company•Dallas, TX

About The Position

Purpose of the Role This role is hands-on support in cultivating the workplace culture that fosters trust, accountability, and alignment with organizational values. This role advises and coaches managers to embed Rehrigs Accountable Management System (RAMS) values into everyday practices and ensure the success of programs related to belonging, managerial leadership development and engagement. Areas of Responsibility Promote the Practice and Application of See, Hear, Help Framework Deliver programs that promote psychological safety in the workplace. Coach, guide, and educate managers and employees on the importance of psychological safety, focusing on fostering an environment where employees feel comfortable expressing their ideas, taking risks, and giving/receiving feedback. Deliver onsite workshops and provide resources on psychological safety, ensuring these initiatives are embedded into organizational practices. Elevate Management Culture and Human-Centered Leadership Support implementation plans/efforts of leadership programs that focus on human-centered leadership, and managerial leadership practices to drive joyful accountability. Advise managers and leadership teams on best practices for creating supportive an inclusive environment for their teams. Be comfortable with principles and practice of Managerial Leadership Practices (MLP) and able to guide and coach managers in application within their work sites. Drive Inclusion & Belonging Practices Partner with the Director to enhance inclusion and belonging (I&B) efforts across the organization. Monitor the application of these practices in the field (drumbeats). Manage the Great Places to Work Survey Process Assist in the disbursement of the Great Places to Work Survey, ensuring that it is properly administered, communicated, and analyzed. Support the Director in interpreting survey results and identifying key insights to inform the development of action plans aimed at improving workplace culture and providing follow-up and implementation of initiatives based on survey feedback. Cultural Change and Joyful Accountability Assist in developing frameworks and initiatives that drive personal and team accountability in alignment with the organizations cultural values. Coach and guide teams and individuals on living out the companys culture, including managing performance and reinforcing cultural behaviors.

Requirements

Bachelor's degree in Organizational Development, Business Administration, or a related field is preferred.
3+ years of experience in organizational development, culture change, or a related field, with a proven track record of supporting culture and leadership development initiatives preferred.
Strong understanding of psychological safety, leadership development, inclusion and belonging, and employee engagement best practices.
Excellent communication, facilitation, and presentation skills.
Ability to work effectively across all levels of the organization, including senior leadership, managers, and employees.
Knowledge of tools and methods for assessing organizational culture and performance (e.g., surveys, focus groups, employee feedback systems).
Strong analytical and problem-solving skills, with the ability to use data to drive decisions and measure success.
Minimum 35% of time spent traveling by airplane.
Must reside near Atlanta, GA or Dallas, TX

Responsibilities

Promote the Practice and Application of See, Hear, Help Framework
Deliver programs that promote psychological safety in the workplace.
Coach, guide, and educate managers and employees on the importance of psychological safety
Deliver onsite workshops and provide resources on psychological safety
Support implementation plans/efforts of leadership programs that focus on human-centered leadership, and managerial leadership practices to drive joyful accountability.
Advise managers and leadership teams on best practices for creating supportive an inclusive environment for their teams.
Be comfortable with principles and practice of Managerial Leadership Practices (MLP) and able to guide and coach managers in application within their work sites.
Partner with the Director to enhance inclusion and belonging (I&B) efforts across the organization.
Monitor the application of these practices in the field (drumbeats).
Assist in the disbursement of the Great Places to Work Survey, ensuring that it is properly administered, communicated, and analyzed.
Support the Director in interpreting survey results and identifying key insights to inform the development of action plans aimed at improving workplace culture and providing follow-up and implementation of initiatives based on survey feedback.
Assist in developing frameworks and initiatives that drive personal and team accountability in alignment with the organizations cultural values.
Coach and guide teams and individuals on living out the companys culture, including managing performance and reinforcing cultural behaviors.