Human Resources Business Partner

TEC Equipment, Inc. • Portland, OR

13d

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to regional leadership, aligning people strategy with business objectives across assigned TEC dealership locations. This role goes beyond traditional HR support: the HRBP proactively uses data, industry knowledge, and employee insights to anticipate workforce needs, drive organizational effectiveness, and foster a culture where employees and the business thrive together. Working in close partnership with the CHRO and cross-functional HR colleagues, the HRBP translates company-wide talent strategies into practical, region-specific actions—spanning employee relations, talent development, compliance, change management, and workforce planning. The ideal candidate brings deep business acumen, a genuine passion for the transportation and trucking industry, and the ability to build credibility with leaders from the shop floor to the executive suite.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a related field—or an equivalent combination of education and progressive HR experience.
• Minimum of three (3) years of experience in an HRBP or HR Generalist role with increasing scope and responsibility.
• Multi-state employment law experience strongly preferred; familiarity with the transportation, dealership, or related industries is a plus.
• Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred.
• Deep understanding of how HR decisions impact business results; intellectual curiosity about the trucking and transportation industry, TEC’s operations, and competitive landscape.
• Proven ability to manage complex employee relations matters end-to-end, including investigations, documentation, and resolution.
• Exceptional written and verbal communication skills, including the ability to present to groups, facilitate training, and influence leaders without direct authority.
• Comfortable working with HR data, identifying patterns, and translating metrics into stories that drive action.
• Skilled at building trust and credibility quickly with diverse stakeholders—from technicians on the shop floor to senior executives.
• Strong working knowledge of applicable federal, state, and local employment laws and regulations (e.g., FMLA, ADA, Title VII, FLSA, OSHA).
• Thrives in a fast-paced, multi-location environment; comfortable managing competing priorities with composure and sound judgment.
• Proficient in HRIS platforms and the Microsoft Office suite (Excel, Word, PowerPoint, Outlook); experience with people-analytics tools is a plus.
• Exercises the highest ethical standards and handles sensitive, confidential information with professionalism.

Nice To Haves

• Multi-state employment law experience strongly preferred
• familiarity with the transportation, dealership, or related industries is a plus
• Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred
• experience with people-analytics tools is a plus

Responsibilities

• Build trusted, consultative relationships with regional and location leaders, serving as their go-to advisor on all people-related matters.
• Translate business priorities—such as growth targets, service capacity, and operational efficiency—into workforce strategies, including headcount planning, organizational design, and succession planning.
• Act as a culture champion, reinforcing TEC’s values of Teamwork, Entrepreneurship, and Customer Focus in every interaction.
• Guide managers through the full spectrum of employee relations matters, including performance improvement, coaching, disciplinary actions, investigations, and separations.
• Manage and resolve employee complaints and workplace concerns with objectivity, empathy, and thorough documentation, ensuring fair and legally sound outcomes.
• Coach front-line and mid-level managers on leadership effectiveness, difficult conversations, and employee engagement.
• Partner with managers to identify high-potential employees, build development plans, and create pipelines for critical roles such as technicians, service managers, and sales leaders.
• Support performance management processes, helping leaders set meaningful goals, deliver constructive feedback, and differentiate performance.
• Develop and deliver targeted training sessions for managers on topics including new-manager orientation, documentation best practices, interviewing skills, goal setting, and effective coaching.
• Maintain current, expert-level knowledge of federal, state, and local employment laws and regulations across all states within the assigned region.
• Monitor legislative developments and proactively advise leadership on potential business impacts and required policy changes.
• Partner with Legal, Payroll, and Benefits teams to ensure seamless preparation and communication of regulatory changes.
• Support Affirmative Action Plan (AAP) compliance, including data collection, reporting, and educating local leadership.
• Review and approve employee actions such as promotions, reclassifications, transfers, and compensation changes with attention to equity and internal alignment.
• Oversee the ADA interactive process and reasonable accommodations for the assigned region; collaborate with Leave Administration on complex leave and workers’ compensation matters.
• Assist managers in developing ramp plans, job descriptions, and other workforce tools that reflect TEC’s operational needs.
• Partner with Talent Acquisition to support recruiting efforts for hard-to-fill roles, particularly skilled technician and service positions.
• Leverage HR data and analytics to identify trends, diagnose root causes, and present actionable insights on turnover, engagement, headcount, and workforce demographics to regional leaders.
• Prepare reports and business cases for senior leadership that support informed decision-making on policy, compensation, and organizational changes.
• Proactively identify opportunities to improve HR processes, tools, and service delivery; champion a mindset of continuous improvement across the HR function.
• Contribute to and provide input on Employee Handbook updates, organizational policies, and enterprise HR initiatives.

Benefits

• Choice of two comprehensive medical plan options that include prescription drug coverage
• Choice of two dental plans that cover preventative and diagnostic care, basic and major services, and orthodontia for children
• Vision care, discounted hearing exams, and hearing aids
• 401(k) retirement savings plan with company contribution
• Life, accident, and disability insurance
• Employee Assistance Program (EAP)
• Education assistance
• Seven paid holidays, vacation accrual of at least 48 hours per year, and paid sick

What This Job Offers

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