Human Resource Business Partner

SPEEDY CPS LLC•Idaho Falls, ID

1d•Hybrid

About The Position

The HR Business Partner (HRBP) serves as a strategic people partner to assigned division and location leaders. The role translates business priorities into practical workforce, talent, performance, employee-relations, and organizational solutions while ensuring consistent application of enterprise HR standards. The HRBP supports a geographically distributed, hourly workforce and balances hands-on field partnership with data-driven planning and risk management. Another important part of this role will be acting in the capacity of a recruiter. Good recruiting helps support position management, performance management, strengthens culture and achieving company objectives. The HRBP will partner with the CHRO and business leaders to create, implement, and execute recruiting strategies and best practices. Human Resources is a Shared Service within Speedy CPS. HR supports a variety of business locations and types of business and plays a major role in business success. HR is expected to understand how the business works, willing to help support, improve and be part of multi-department teams to help the business reach its goals. HR has the opportunity to play a valuable strategic business role in a fast growing organization. Growth and development is a major focus in the organization and HR has the opportunity to be part of business processes and teams.

Requirements

Bachelor’s degree in human resources, business, organizational leadership, or a related field, or an equivalent combination of education and relevant experience.
At least four years of progressive HR experience, including substantial employee-relations and manager-coaching responsibility.
Experience supporting multi-location, hourly, manufacturing, retail, hospitality, restaurant, or similarly operational workforces.
Demonstrated ability to conduct investigations, assess risk, interpret policy, and influence leaders at multiple levels.
Working knowledge of federal employment requirements and the ability to manage multi-state compliance with appropriate expert support.
Strong analytical, written, verbal, facilitation, and change-management skills.
Ability to travel regularly among assigned locations and respond appropriately to time-sensitive employee matters.
Please do not apply if you have never worked in an HR position before. This is not an entry level HR role.

Nice To Haves

Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
Experience supporting rapid expansion, acquisitions, new-site openings, or significant organizational change.
Experience with HRIS, applicant tracking, case-management, learning, scheduling, and workforce-analytics systems.
Bilingual English/Spanish capability where it reflects workforce needs.

Responsibilities

Build strong working relationships with division executives, regional leaders, location managers, and frontline supervisors.
Translate operating plans, growth forecasts, and labor requirements into workforce plans by location, shift, and critical role.
Be a subject matter expert related to talent acquisiting/recruiting.
Advise leaders on organization design, spans of control, position requirements, staffing models, and management capacity.
Identify workforce risks and recommend practical actions related to retention, productivity, scheduling, structure, and talent supply.
Participate in annual budgeting, headcount planning, labor reviews, new-location planning, and organizational change initiatives.
Use HR and operating data to diagnose patterns and hold leaders accountable for agreed people actions.
Serve as the lead HR advisor for employee complaints, performance concerns, conduct issues, attendance matters, and workplace conflict.
Conduct or oversee timely, impartial investigations involving harassment, discrimination, retaliation, safety, ethics, or policy concerns.
Coach leaders through corrective action, performance improvement, accommodation, leave, and separation decisions.
Review higher-risk employment actions for consistency, documentation quality, policy alignment, and legal risk; engage senior HR or counsel when appropriate.
Monitor employment practices across Idaho, Utah, Wyoming, and Montana and partner with People Operations to implement required changes.
Maintain accurate employee-relations case records and analyze recurring issues by leader, location, and division.
Partner with Talent Acquisition on hiring forecasts, critical openings, selection quality, and management bench needs.
Facilitate talent reviews, succession planning, performance calibration, and development planning for key roles.
Coach leaders on goal setting, feedback, performance reviews, career development, and retention of critical employees.
Support leadership-development programs and reinforce manager accountability for team climate, turnover, safety, and internal advancement.
Lead people aspects of new-location openings, restructures, integrations, and other business changes.
Gather employee feedback through site visits, listening sessions, stay interviews, and exit trends; convert findings into action plans.
Become an expert with the HRIS so that the system can be used to accomplish business results through tasks and workflow management.
Help create new strategies and workflows in the HRIS to improve speed and efficiency in people system processes.