Senior HR Business Partner

Bosch Group•West Memphis, AR

7d•Onsite

About The Position

The Senior HR Business Partner is the senior on-site HR partner for an approximately 200-person warehouse operation. The role translates business priorities into practical people strategies that strengthen leadership capability, workforce stability, associate engagement, organizational effectiveness, and operational performance. It combines strategic partnership with hands-on execution in a fast-paced distribution environment and requires working onsite each day. The role advises the site leadership team, independently manages complex employee relations matters, leads workforce and talent planning, ensures consistent application of policy and employment requirements, and drives core HR processes. It operates with substantial independence within established policy and governance frameworks, resolving most site HR matters without routine escalation while escalating high-risk legal, ethics, compliance, safety, or reputational matters promptly. The position influences decisions affecting staffing, leadership capability, labor cost, associate relations, retention, organizational risk, and continuity of operations. The position also provides functional direction and quality oversight to HR support resources and cross-functional partners, builds relationships with divisional HR and North American Centers of Expertise, and leads or coordinates HR projects and continuous-improvement initiatives. Success requires sound judgment, business acumen, visible floor presence, influence at all levels, confidentiality, and composure in a dynamic operating environment.

Requirements

Bachelor's degree in Human Resources, Business Administration, Industrial Relations, Organizational Development, or a related field.
At least 8 years of progressive Human Resources experience, including significant responsibility as an HR business partner or HR manager supporting operational leaders.
Experience supporting a warehouse, distribution, manufacturing, logistics, or similarly complex hourly workforce environment.
Demonstrated experience independently handling complex employee relations investigations, performance matters, corrective action, and sensitive workplace issues.
Demonstrated experience leading workforce planning, talent management, organizational change, and leadership development activities.
Ability to successfully complete applicable pre-employment screening requirements.
Indefinite U.S. work authorization is required; future sponsorship for work authorization is not available.

Nice To Haves

Experience supporting a multi-shift operation and a workforce of comparable size and complexity.
Professional HR certification such as SHRM-SCP, SHRM-CP, SPHR, or PHR.
Experience with SAP or a comparable enterprise HR information system and reporting tools.

Responsibilities

Serve as the primary HR advisor to the site leadership team on organizational, workforce, leadership, and employee matters affecting safety, service, cost, quality, productivity, and retention.
Develop and execute an annual site people plan aligned with operational priorities, including workforce capacity, critical skills, leadership capability, succession, engagement, retention, attendance, and culture.
Assess organizational effectiveness and recommend changes to structure, roles, spans of support, work practices, and leadership routines.
Lead workforce planning for an approximately 200-person operation using staffing, overtime, turnover, absenteeism, vacancy, labor-market, and productivity trends.
Partner with operations and talent acquisition on recruiting priorities, selection standards, onboarding, staffing strategies, and effective use of temporary labor.
Own complex and sensitive employee relations matters from intake through resolution, including investigations, corrective action, performance concerns, workplace complaints, conflict resolution, and termination decisions.
Coach leaders on decision quality, communication, performance management, associate engagement, and consistent policy application; challenge ineffective or inconsistent practices and follow through on corrective actions.
Lead site talent management processes, including performance discussions, talent reviews, succession and development planning, salary reviews, and leadership development.
Identify capability gaps and implement development solutions for supervisors, managers, and high-potential associates, particularly in frontline leadership, accountability, change leadership, and associate relations.
Lead the people and change-management workstream for operational changes such as shift changes, staffing model changes, process redesign, technology implementation, and organizational transitions.
Monitor associate experience and organizational health through floor presence, leader feedback, listening channels, engagement results, exit feedback, and workforce data; develop measurable improvement plans.
Ensure site HR practices comply with applicable employment laws, company policies, collective requirements where applicable, recordkeeping standards, and internal controls.
Escalate material risks and coordinate with Legal, Compliance, Health Services, Security, and HR Centers of Expertise as appropriate.
Oversee and govern leave, accommodation, attendance, wage and hour, compensation, benefits, performance, and personnel-action processes, coordinating with specialized teams while maintaining site-level accountability.
Establish and maintain HR metrics, dashboards, and operating reviews; present trends, root causes, risks, and recommended actions to site and divisional leadership and verify sustained improvement.
Lead or coordinate HR projects and continuous-improvement initiatives, standardizing processes, clarifying ownership, removing administrative waste, and improving HR service delivery.
Provide functional direction, prioritization, and quality oversight to HR support resources and cross-functional partners supporting the site.
Build effective relationships with divisional HR and North American Centers of Expertise.
Maintain confidentiality, professional judgment, and composure when handling sensitive business and associate information.
Perform other duties and lead special assignments consistent with the scope and level of the role.