Senior People & Culture Business Partner

America's Thrift Stores•Nashville, TN

17h

About The Position

The Senior Business Partner serves as a strategic People and Culture partner to assigned business units, supporting America’s Thrift’s investment in its people and overall business success. The role partners closely with operational leaders to strengthen organizational culture, enhance the employee experience, develop talent, improve retention, and support effective people practices across the organization. Alongside day-to-day human resources support, the Senior Business Partner provides strategic guidance to leaders and ensures People and Culture initiatives align with business objectives. The position analyzes workforce and performance trends, supports complex employee relations matters, mentors People and Culture team members, and develops and refines people strategies that support organizational effectiveness and continued growth. The applicant must be willing to travel approximately 50% of the month.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
Seven or more years of progressive human resources experience, including at least three years in a strategic HR business partner role.
Experience in a fast-paced, dynamic environment; retail, hospitality, service, or another multi-location organization is preferred.
Demonstrated success developing and implementing people and culture initiatives aligned with business objectives.
Experience partnering with leadership teams and influencing senior stakeholders.
Strong knowledge of HR best practices, federal and state employment laws, employee relations, and compliance requirements.
Strong business acumen and ability to understand operational priorities and align people strategies with organizational goals.
Excellent interpersonal, written, and verbal communication skills, with ability to build credibility, trust, and effective working relationships at all organizational levels.
Ability to coach leaders, manage organizational change, and support employee engagement and retention initiatives.
Strong problem-solving, critical-thinking, and decision-making skills, with a data-driven and analytical approach.
Sound judgment and ability to maintain confidentiality when handling sensitive employee and business information.
Ability to independently manage multiple priorities, deadlines, and employee matters in a fast-paced, evolving environment.
Experience using HRIS platforms and workforce data or analytics tools.
Experience in talent management, leadership development, workforce planning, and succession planning.
Ability and willingness to travel approximately 50% of the month.
Successful completion of a background check, motor vehicle record check, and drug screen.
Ability to sit for prolonged periods and work at a computer or workstation; stand and walk regularly; and use standard office equipment frequently.
Ability to communicate effectively in person, by telephone, and through virtual communication platforms.
Ability to travel by automobile and/or air approximately 50% of the month, including prolonged periods of sitting during travel.
Ability to safely navigate offices, retail sales floors, processing areas, warehouses, parking lots, and other company facilities, and to bend, reach, stoop, and perform movements needed to work in those locations.
Ability to lift, carry, and transport work-related materials, luggage, computer equipment, and supplies weighing up to 20 pounds.
Ability to work in environments with varying noise levels, temperatures, and levels of activity.

Nice To Haves

Human Resources certification such as SPHR, PHR, SHRM-SCP, or SHRM-CP.
Experience in retail, hospitality, service, or another multi-location organization.

Responsibilities

Maintain current knowledge of federal, state, and local employment laws and regulations and ensure HR practices remain compliant.
Mentor, coach, and support People and Culture Business Partners in their professional growth and development.
Partner with operational leaders to understand business needs and develop people strategies that support organizational goals.
Provide guidance and consultation to District Managers and other leaders supporting employees and store locations.
Advise employees and management on employee relations matters and workplace concerns.
Lead and support complex employee relations matters, including investigations, corrective actions, performance concerns, and workplace complaints.
Conduct thorough, objective investigations into grievances and complaints, including allegations of harassment, discrimination, retaliation, and other workplace concerns, and recommend resolutions.
Serve as a witness during investigations, employee meetings, or other employment-related matters when appropriate.
Support investigation, preparation, and responses to EEOC charges and other employment-related agency matters.
Apply company policies and procedures consistently when addressing employee performance and workplace concerns.
Partner with leaders to identify performance gaps, ensure appropriate documentation, and develop performance improvement or corrective action plans.
Analyze workforce metrics, including retention, turnover, engagement, and employee experience data, to identify trends and opportunities for improvement.
Use data and business insights to recommend strategies that improve retention, employee experience, leadership effectiveness, and organizational performance.
Develop, refine, and support implementation of People and Culture strategies, policies, programs, and procedures aligned with business needs.
Partner with District Managers and operational leaders to assess management staffing needs and support recruitment and workforce planning.
Provide HR support throughout management hiring, including interviewing, candidate evaluation, offer considerations, and onboarding.
Partner with leaders on talent management and succession planning to identify high-potential employees and future leaders.
Support development and readiness of team members identified for advancement or expanded leadership responsibilities.
Coach and guide leaders on organizational change, employee engagement, talent development, and other people-related initiatives.
Build trusted partnerships with leaders and employees while maintaining confidentiality and professional judgment.
Support additional People and Culture initiatives and projects according to organizational and business needs.
Perform other duties as assigned by management.