Human Resources Business Partner - EastCoast

National Beverage Corp•Gainesville, GA

12d

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic partner to operational leaders, aligning human resources initiatives with organizational goals. The role provides leadership and expertise in employee relations, talent acquisition, workforce planning, organizational development, performance management, employee engagement, compliance, and change management. Working closely with leadership teams, the HRBP develops people strategies that support operational excellence, workforce stability, employee development, and long-term business growth. The role uses data, metrics, and business insight to identify workforce trends, mitigate risks, and drive continuous improvement. The position also supports HR programs and administration, including policies and procedures, compensation reviews, benefits administration, wellness and recognition initiatives, audits, reporting, and company-wide HR projects. Travel between company locations may be required.

Requirements

Bachelor's degree in Human Resources, Business Administration, Industrial Relations, Organizational Development, or a related field.
At least 7 years of progressive Human Resources experience.
Experience supporting managers and employees in a multi-department environment.
Experience conducting employee relations investigations and resolving workplace issues.
Comprehensive knowledge of employment law and HR best practices, including FLSA, FMLA, ADA, Title VII, EEOC regulations, OSHA requirements, and state employment laws.
Strong employee relations and conflict resolution skills.
Excellent verbal, written, presentation, and public speaking skills.
Strong organizational, project management, problem-solving, and analytical abilities.
Ability to influence and coach leaders at all levels and manage sensitive, confidential information.
Proficiency in Microsoft Office and Human Resource Information Systems (HRIS).

Nice To Haves

Master's degree in Human Resources, Business Administration, or a related discipline.
Experience supporting manufacturing, distribution, logistics, or industrial operations.
Multi-site HR support experience.
Experience partnering with operational leadership teams.
Experience using HR analytics and workforce metrics to drive business decisions.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Bilingual English/Spanish.

Responsibilities

Partner with business leaders to develop and execute workforce strategies that support organizational objectives.
Advise managers and supervisors on employee and organizational matters.
Support organizational structure reviews, workforce planning, and succession planning.
Drive initiatives to improve engagement, retention, productivity, and organizational effectiveness.
Support business transformation and change management initiatives.
Handle employee relations matters, conduct workplace investigations, and advise on corrective actions, disciplinary processes, and performance improvement plans.
Ensure consistent application of company policies and procedures and foster a positive work environment through engagement and conflict resolution.
Partner with hiring managers to determine workforce needs and develop recruiting strategies.
Lead recruitment for salaried, professional, technical, and hourly positions; participate in interviews and selection; and coordinate onboarding.
Analyze staffing trends and workforce data to anticipate hiring needs.
Facilitate performance management, goal setting, employee development, coaching, and succession planning.
Identify training and development opportunities and support leadership development for supervisors and managers.
Ensure compliance with applicable employment laws and regulations, maintain knowledge of legal developments, and support audits, regulatory inquiries, and compliance initiatives.
Assist with HR policies, procedures, and best practices; compensation administration and annual salary reviews; benefits administration; wellness initiatives; and employee recognition programs.
Evaluate HR programs and recommend improvements; participate in company-wide HR initiatives and special projects.
Monitor and analyze workforce metrics, prepare reports and recommendations for leadership, and use data to identify trends, risks, and opportunities.
Demonstrate confidentiality, professionalism, sound judgment, ethical behavior, respect, and accountability while building partnerships and managing multiple priorities.