Human Resources Business Partner (Senior Specialist)

CMA CGM • East Rutherford, NJ

14d • Onsite

About The Position

The HR Business Partner (Senior Specialist) for Operations serves as a strategic partner to management and employees for multiple sites, providing HR guidance and support. The HRBP will work closely with management to develop and implement HR strategies that are consistent with the Regional HR direction and align with business goals, enhance employee engagement, and promote a culture of continuous improvement. He/she is responsible for talent management, workforce planning, employee relations, compliance, and HR KPIs for scope population.

Requirements

• Bachelor’s Degree or equivalent in Human Resources or Organizational Development
• Three to five plus years of progressive leadership experience in Human Resources positions
• Must be Bilingual (Fluent English and Spanish)
• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety training and preventive labor relations
• Experience in the administration of HR programs and policies
• Advanced proficiency in Microsoft Office, internet, web-based and job specific software applications
• Excellent organizational skills
• Effective oral and written communication skills
• Excellent interpersonal and coaching skills
• Ability to analyze complex problems and develop appropriate solutions

Nice To Haves

• Professional in Human Resources (PHR) certification preferred.

Responsibilities

• Serves as an important resource to business units in the interpretation of human resources policy and procedures, legal compliance, employment law and ensuring knowledge development on HR trends.
• Partners with Regional HR ensure consistent interpretation and application of CEVA policies.
• Support BU KPI improvements via people and process.
• Participate in site GEMBA walks and ensure a significant warehouse presence to enable a strong and visible connection to the operations and its workforce.
• Oversee talent acquisition, onboarding, performance management, and succession planning to ensure the organization attracts, retains, and develops top talent.
• Launch talent management processes (annual performance review, objective setting, people review, training & development plans) to managed population and develop necessary training and communication tools to ensure robust deployment and understanding.
• Provide day-to-day performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions).
• Collaborate with management to design succession plans for key talents and key job positions.
• Identifies training needs for business units and individual executive coaching needs.
• Identify opportunities for organizational improvement and implement initiatives to enhance employee engagement, productivity, and retention.
• Provide guidance on organization design (new roles, replacement strategy, job architecture) and ensure consistent application of Group and Ceva principles.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Work with leaders to forecast short-term and long-term staffing needs based on targets and projects; assess current skill sets against future business requirements; implement and monitor action plans.
• Update monthly Talent metrics and HR KPIs (turnover, time to fill, gender balance, etc.) for scope population.
• Analyze HR data and metrics to identify trends and provide insights to support decision-making.
• Ensures accuracy and completeness for all administrative HR processes (new hire paperwork, benefits enrollment, etc.).
• Continuously audits information for accuracy and reports any discrepancies in order to maintain data integrity.
• Ensure compliance with labor laws, regulations, and company policies. Stay updated on HR best practices and legal requirements
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Partners with the legal department as needed/required.
• Address employee concerns, conduct investigations and provide guidance on conflict resolution and disciplinary actions.
• Oversee the consistent application and administration of the Collective Bargaining Agreements (CBA), ensuring alignment with legal and organizational requirements.

Benefits

• Competitive Paid Time Off
• 401(k)
• health insurance
• employee benefits platform that offers discounts on gym memberships and a diverse range of retail, travel, car and hospitality brands
• pet insurance
• multiple health plans(company contribution to health savings account)
• prescription, dental and vision coverage.
• Company paid life insurance, accident insurance, short- and long-term disability coverage and employee assistance plan.
• Voluntary benefits including additional life insurance, AD&D coverage, buy-up short- and long-term disability, critical illness, identify theft & legal plan.
• 401(k) with company match.
• Flexible Paid Time Off programs including company paid holidays.
• Tuition reimbursement program.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: Associate degree