Human Resources Business Partner - EastCoast

National Beverage•Gainesville, GA

11d

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. The HRBP works closely with leadership teams to develop people strategies that support operational excellence, workforce stability, employee development, and long-term business growth. The position uses data, metrics, and business insight to identify workforce trends, mitigate risks, and drive continuous improvement. The HRBP partners with business leaders on workforce strategies and organizational effectiveness, advises managers and supervisors, and supports workforce planning, succession planning, and change initiatives. The role serves as a resource for employee relations, conducts workplace investigations, advises on corrective actions and performance improvement, and promotes consistent application of company policies. The position leads recruitment efforts across salaried, professional, technical, and hourly roles; supports hiring, selection, and onboarding; and analyzes staffing trends. It facilitates performance management, coaching, employee development, leadership development, and training initiatives. The HRBP also supports employment-law compliance, audits, compensation and salary reviews, benefits administration, wellness and recognition programs, HR policies, and company-wide projects. The role monitors workforce metrics such as turnover, retention, absenteeism, overtime, time-to-fill, employee engagement, workers’ compensation trends, and training completion, and prepares reports and recommendations for leadership. It calls for professionalism, confidentiality, sound judgment, effective cross-organizational partnerships, ethical conduct, accountability, and the ability to manage multiple priorities in a fast-paced environment.

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.
Strong employee relations and conflict resolution skills.
Excellent verbal, written, presentation, and public speaking skills.
Strong organizational and project management abilities.
Ability to influence and coach leaders at all levels.
Ability to manage sensitive and confidential information.
Strong problem-solving and analytical skills.
Proficiency in Microsoft Office and Human Resource Information Systems (HRIS).
Ability to sit, stand, and walk for extended periods; regularly use computers and office equipment; occasionally bend, reach, stoop, and lift up to 20 pounds.

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 supporting organizational objectives.
Advise managers and supervisors on employee and organizational matters.
Support organizational structure reviews, workforce planning, and succession planning.
Drive initiatives to improve employee engagement, retention, productivity, and organizational effectiveness.
Support business transformation and change management initiatives.
Serve as the primary resource for employee relations matters.
Conduct workplace investigations involving complaints, policy violations, workplace conflicts, and misconduct.
Guide corrective actions, disciplinary processes, and performance improvement plans.
Ensure consistent application of company policies and procedures and promote proactive engagement and conflict resolution.
Partner with hiring managers to identify workforce needs and develop recruiting strategies.
Lead recruitment for salaried, professional, technical, and hourly positions; participate in interviews and selection.
Coordinate onboarding activities and analyze staffing trends and workforce data to anticipate hiring needs.
Facilitate performance management and support goal setting, coaching, employee development, and succession planning.
Identify training and development opportunities and support leadership development for supervisors and managers.
Ensure compliance with applicable federal, state, and local employment laws and regulations.
Maintain knowledge of labor and employment law developments and support audits, regulatory inquiries, and compliance initiatives.
Assist with development and implementation of HR policies, procedures, and best practices.
Support compensation administration, 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, and use data to identify trends, risks, and improvement opportunities.
Maintain confidentiality and professionalism, build partnerships across the organization, demonstrate sound judgment and ethical conduct, and manage multiple priorities.
Travel between company locations as needed.