Human Resources Business Partner

CBX Solutions Recruiting Team

10d • $110

About The Position

The Human Resources Business Partner (HRBP) is a strategic partner to the business, aligning HR strategy with regional priorities in close collaboration with the Regional Director and regional leadership team. The role translates business goals—including growth, retention, and operational performance—into workforce strategy; leads regional M&A integration and change initiatives; and actively participates in hiring decisions for key regional positions. It reports on a solid line to the Senior Director, Human Resources and on a dotted line to the Regional Director, balancing enterprise HR consistency with regional business needs. The HRBP handles escalated employee relations matters when needed, while the primary emphasis is regional strategy, talent, and organizational effectiveness rather than day-to-day case management.

The role includes workforce planning, organizational design, talent strategy, regional people-metrics reporting, change management, succession planning, and HR integration for regional mergers and acquisitions. It also supports managers with performance management, compliance, compensation programs, training and development, health and wellness initiatives, employee engagement, and retention. The position requires regular in-branch presence of at least 25% monthly and travel as frequently as business needs require; travel ability of 25–35% is specified.

The position operates in both a professional office setting and a warehouse environment. It uses standard office equipment and may involve travel to project sites, proximity to forklifts and other heavy machinery, tools and hardware, frequent heavy lifting, and variable weather conditions.

Requirements

• Minimum 7–10 years of progressive HR experience, including direct experience advising senior or regional leadership.
• Multi-site or multi-state HR experience.
• Strong business acumen and ability to connect regional performance data to workforce strategy and decisions.
• Ability to operate within a matrixed reporting structure and balance priorities between the Senior Director, Human Resources and the Regional Director.
• Executive presence and ability to influence senior regional leadership.
• Working knowledge of multi-state employment law.
• Strong understanding of M&A HR integration practices.
• Interviewing skills and ability to assess candidates for key and leadership-level hires.
• Strong conflict-management and interpersonal skills, including ability to influence without direct authority.
• Self-directed and motivated, requiring minimal day-to-day supervision.
• Ability to travel 25–35% of the time, including a minimum of 25% monthly to branch locations.
• Ability to meet the role's physical demands, including regularly talking, hearing, and seeing; frequently standing, walking, handling or feeling objects, reaching, and lifting items weighing 5–25 pounds; and occasionally lifting up to 50 pounds.

Nice To Haves

• Bachelor's degree preferred, with Human Resources, Business, Psychology, or Organizational Development preferred fields of study.
• SHRM-SCP or SPHR certification preferred.
• SHRM-CP or PHR certification considered with a strong track record of regional or multi-site HR leadership.

Responsibilities

• Partner with the Regional Director and regional leadership team on workforce planning, organizational design, and talent strategy aligned with regional business goals.
• Translate regional priorities, including growth, margin, and retention, into HR strategy and actionable plans.
• Own regional people-metrics reporting, including turnover, engagement, and staffing levels, and advise the Regional Director and Senior Director, Human Resources on trends and recommended actions.
• Lead change management for regional initiatives, including restructures, new location openings, and systems rollouts.
• Represent regional needs to Corporate HR Centers of Excellence and help adapt corporate programs to regional realities.
• Support the ongoing maintenance and facilitation of the companywide succession planning program within the region.
• Interview and assess candidates for key regional hires as a direct evaluator in the selection process.
• Serve as the HR integration point-partner for regional mergers and acquisitions, owning onboarding and initial training for newly acquired locations.
• Partner with the Senior Director, Human Resources to determine additional support or reassignment when acquisition volume or timing exceeds what one HRBP can reasonably manage.
• Manage and resolve escalated or complex employee relations issues as they arise, partnering with the Senior Director, Human Resources on precedent-setting matters.
• Conduct thorough, objective workplace investigations at branch locations as needed.
• Proactively manage legal risk by partnering with Corporate Operations on safety and risk programs and policies.
• Help ensure manager and employee compliance with company guidelines and governmental regulations across the region.
• Provide regional managers with day-to-day performance management guidance, including coaching, counseling, career development, and disciplinary actions.
• Support wage and hour audits and help maintain compensation programs and pay grades within the region.
• Support the development and maintenance of regional training and development programs in partnership with the L&D team.
• Support companywide health and wellness initiatives at the regional level.
• Partner with regional managers and employees to strengthen work relationships, build morale, and improve productivity, engagement, and retention.
• Maintain regular in-branch presence, at least 25% of time monthly, and travel as frequently as business needs allow.
• Take on additional strategic HR initiatives and projects as assigned.

Benefits

• Health, dental, vision, and prescription coverage.
• Life insurance.
• 401(k) with company match.
• Generous paid time off.
• Continuous learning, mentorship, and leadership training, including access to CBX University, the company's in-house development program.
• Supportive, collaborative culture that values innovation, creativity, and teamwork.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior