Senior HR Business Partner - Supply Chain

Ferguson Enterprises•Tampa, FL

3d•Hybrid

About The Position

The Senior HR Business Partner (SR HRBP) – Supply Chain is a strategic advisor and enterprise thought partner to senior field and functional leaders. This role plays a critical part in helping to shape and implement people strategies that drive business performance, organizational agility, and cultural transformation. The SR HRBP operates at the intersection of business strategy and human capital, employing data, influence, and deep HR expertise to build leadership capability, strengthen talent pipelines, and enable scalable, high-performing teams. This position will be based out of our new corporate office in Tampa, FL opening in the first half of 2027; in the meantime, the position will be designated as remote then moved to in office in the latter half of 2027 into 2028. Current residents of Tampa or surrounding area are strongly preferred. Candidates willing to relocate to Tampa when required will also be considered. Please note this on resume. This role will have up to 50% travel to visit Ferguson's nationwide network of distribution centers consisting of regional, national, and market facilities. This role will have direct HR reports in these locations across the US.

Requirements

8+ years of progressive HR experience, including 4+ years in a strategic HRBP role.
HR certifications (SHRM-CP or SCP, PHR/SPHR) strongly preferred.
Experience supporting field-based, functional, or multi-site environments in fast-paced or matrixed organizations is highly desirable.
Proven ability to influence senior leaders and drive alignment across complex, matrixed organizations.
Deep understanding of business operations, financial drivers, and market dynamics.
Can lead large-scale change initiatives with empathy, clarity, and resilience.
Strong ability to lead, manage and coach a team of reports across the US.
Navigate conflict, feedback, and sensitive issues with insight and tact.
Strong capability in interpreting people data and trends to inform strategy and decision-making.
Knowledge of HR subject areas including organizational design, talent management, employee relations, and workforce planning.
Proficiency in HRIS (e.g., Workday), Microsoft Office, and data reporting tools.
A confident communicator who can advocate for ideas, challenge the status quo constructively, and hold others accountable.
Ability to work independently and as part of a collaborative HR team.
Bachelor’s degree or equivalent experience in this field.

Responsibilities

Partner with senior leaders to anticipate future workforce needs, identify critical capability gaps, and develop long-range talent strategies aligned with business growth and transformation.
Lead and develop direct reports supporting a fast-paced, multi-site distribution environment by setting clear expectations, providing ongoing coaching and actionable feedback, creating development and career-growth opportunities, and building leadership capability and bench strength while fostering a high-performing, accountable, safety-minded, and engaged team culture.
Serve as a trusted advisor to senior leaders, providing coaching on leadership effectiveness, organizational influence, and enterprise thinking.
Partner with the Employment Practices Group (EPG) to proactively address complex employee relations issues, mitigate risk, and promote a positive workplace culture.
Collaborate with HR COEs to help shape and deploy enterprise programs in compensation, benefits, talent acquisition, and employee experience with a focus on business relevance and adoption.
Help lead complex org design initiatives, including restructuring, role clarity, and operating model evolution to support scalability and agility.
Translate workforce data (e.g., engagement, attrition, DEI metrics, talent mobility) into actionable insights and strategic recommendations for senior leadership.
Champion a culture of inclusion, accountability, and continuous improvement by embedding DEI principles into talent practices and leadership behaviors.
Architect and lead change strategies that build alignment, reduce resistance, and foster a culture of adaptability and innovation.
Drive enterprise-wide talent reviews, succession planning, and leadership pipeline development in partnership with Talent COEs.