Regional Human Resources Business Partner

GREENMARK EQUIPMENT LLC•Tyrone Township, MI

3d•Hybrid

About The Position

The Regional Human Resources Business Partner (HRBP) serves as the strategic HR partner for leaders and employees across an assigned geographic region. This role partners closely with operational leadership to align people strategies with business objectives while providing hands-on support across the full employee lifecycle. The HRBP coaches leaders, promotes employee engagement, supports organizational effectiveness, and ensures consistent application of company policies and employment practices. In addition to regional responsibilities, each HRBP serves as the organizational owner of designated HR programs and enterprise initiatives.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field required.
Five (5) or more years of progressive Human Resources experience, with increasing responsibility supporting leaders and employees across multiple HR disciplines.
Experience supporting multiple locations and partnering with operational leaders in a decentralized environment preferred.
Strong business acumen with the ability to balance employee needs and operational priorities.
Proven ability to build trusted relationships and influence leaders at all levels.
Excellent coaching, conflict resolution, and employee relations skills.
Strong knowledge of employment laws, HR best practices, and regulatory compliance.
Exceptional organization, prioritization, and project management abilities.
Strong analytical and problem-solving skills with the ability to make sound business recommendations.
Excellent written, verbal, and interpersonal communication skills.
High level of professionalism, integrity, discretion, and sound judgment.
Adaptable and customer-focused with the ability to thrive in a fast-paced, multi-location environment.
Proficiency with Microsoft Office Suite, HRIS systems, and other business technologies.
This position primarily works in an office environment and requires the ability to regularly sit, stand, and walk throughout the workday.
The employee frequently uses a computer, keyboard, telephone, and other office equipment while communicating with employees, customers, and vendors.
Occasional lifting, carrying, pushing, or pulling of materials weighing up to 20 pounds may be required.
The position requires repetitive hand and wrist movements, the ability to read computer screens and documents, and occasional travel between GreenMark locations.
Use of personal protective equipment (PPE) may be required when entering shop, warehouse, or customer work areas.

Nice To Haves

Professional certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.

Responsibilities

Serve as the primary HR partner for assigned branches and leaders.
Coach Regional Managers, Branch Managers, Service Managers, Parts Managers, Sales Managers, and other leaders.
Provide guidance on performance management, leadership effectiveness, conflict resolution, and HR best practices.
Maintain a regular presence through scheduled branch visits.
Partner with leaders on workforce planning, organizational effectiveness, and talent development initiatives.
Analyze workforce trends and provide recommendations that support business objectives and improve employee retention and engagement.
Support recruiting efforts within the assigned region and provide cross-regional recruiting support as needed.
Conduct new hire orientation.
Coordinate each employee's first week.
Partner with leaders and the Training & Development Manager to execute a structured 60-day onboarding plan.
Conduct 30-, 60-, and 90-day new hire check-ins.
Partner with leaders to identify development opportunities and support successful integration of new employees into the organization.
Serve as the primary contact for employee relations matters.
Conduct workplace investigations, facilitate conflict resolution, and recommend appropriate corrective actions.
Coach leaders through performance management and corrective action.
Exercise sound judgment in resolving employee relations matters while balancing employee advocacy with business objectives.
Escalate complex or high-risk matters to the Vice President of HR & Safety.
Support regional employee engagement initiatives.
Conduct stay interviews, support employee recognition, and partner with leaders to improve employee engagement.
Reinforce GreenMark's culture and Core Pillars.
Identify trends and opportunities to improve employee engagement, retention, and workplace culture.
Serve as the primary resource for policy interpretation.
Support communication and implementation of HR policies and organizational initiatives.
Ensure consistent application of employment policies and compliance with applicable federal, state, and local employment laws.
Administer FMLA, ADA accommodations, workers' compensation coordination, and other protected leave programs in partnership with HR leadership.
Partner with HR leadership to ensure compliance and a positive employee experience.