Human Resource Business Partner

Stord•Reno, NV

22h

About The Position

The HR Business Partner (HRBP) serves as a strategic advisor to leadership, aligning business objectives with employees and management across multiple sites. This role is program-driven, providing subject matter expertise in at least one core HR discipline while mentoring team members and supporting 500+ employees. The HRBP partners with leaders to staff, engage, develop, and maintain safe and compliant workplaces, delivering HR strategies that drive business outcomes.

Requirements

Strategic thinking with proven ability to influence senior leadership.
Strong analytical, problem-solving, and data interpretation skills.
Excellent interpersonal, verbal, and written communication skills.
Deep knowledge of multiple HR disciplines and relevant employment laws.
Proficiency in Microsoft Office Suite and HRIS systems (e.g., Workday).
Demonstrated success in a program-driven, multi-site HR role.
Bachelor’s degree required; advanced degree preferred.
SHRM-CP or SHRM-SCP certification (or ability to obtain within one year).
5–7 years of progressive HR experience in a warehousing, distribution center, or supply chain/logistics environment, including complex ER case management.
Experience supporting 500+ employees across multiple locations.
Proven track record of designing and implementing scalable HR programs.

Responsibilities

Conduct thorough, timely, and objective investigations into complex employee relations (ER) matters, ensuring fair resolution.
Partner with leadership to identify ER trends and implement preventive strategies.
Maintain high standards of documentation and compliance, minimizing legal risk.
Coach managers on corrective actions, disciplinary measures, and performance management best practices.
Mentor leaders on workforce planning and succession strategies.
Serve as a strategic advisor on performance-related matters to senior site leadership.
Align HR strategies with operational and business goals, supporting multi-site coverage.
Provide data-driven insights to improve productivity, retention, and morale.
Anticipate workforce needs and proactively propose strategic HR initiatives.
Own talent acquisition for multiple sites, including leadership roles, while maintaining hiring efficiency metrics.
Develop scalable recruitment strategies and implement employer branding initiatives.
Ensure job descriptions, interview plans, and succession plans are current and aligned with business needs.
Provide guidance on company policies, ensuring consistent application across locations.
Monitor compliance with federal, state, and local employment laws, proactively addressing risks.
Lead policy refinement efforts to ensure clarity, compliance, and operational alignment.
Maintain and analyze key HR metrics including labor trends, engagement scores, and retention rates.
Provide actionable insights to leadership based on HR data.
Use reporting to influence decision-making and optimize workforce planning.
Lead HR process improvements and change initiatives with minimal disruption to operations.
Partner with cross-functional teams to ensure smooth adoption of new policies and systems.
Build strong relationships with site and regional leadership, influencing HR and operational strategies.
Mentor HR team members, sharing expertise and supporting professional development.
Collaborate with Operations, Safety, Talent Acquisition, and other HR functions to ensure cohesive service delivery.