Senior HR Business Partner

Bosch Group•West Memphis, AR

2h•$90,000 - $100,000•Onsite

About The Position

The Human Resources Manager serves as 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. Combining strategic partnership with hands-on execution in a fast-paced distribution environment, the role advises site leadership, independently manages complex employee relations matters, leads workforce and talent planning, ensures consistent application of policy and employment requirements, and drives core HR processes. Success requires sound judgment, visible daily onsite presence, strong business acumen, and the ability to influence leaders at all levels. The position operates with substantial independence within established policy and governance frameworks. It resolves most site HR matters without routine escalation, influences decisions affecting staffing, leadership capability, labor cost, associate relations, retention, organizational risk, and continuity of operations, and balances immediate operational needs with long-term workforce health. High-risk legal, ethics, compliance, safety, or reputational matters must be promptly escalated, while the role retains ownership for local coordination and follow-through.

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; 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

Act 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, covering 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, analyzing staffing, overtime, turnover, absenteeism, vacancies, labor-market, and productivity trends to identify risks and recommend actions.
Partner with operations and talent acquisition on recruiting priorities, selection standards, onboarding, and staffing strategies for hourly, technical, professional, and leadership roles, including 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; ensure outcomes are timely, documented, consistent, and defensible.
Coach leaders in decision-making, communication, performance management, associate engagement, and consistent policy application; challenge ineffective or inconsistent leadership practices and follow through on corrective actions.
Lead site talent management processes, including goal and performance discussions, talent review, succession planning, development planning, salary review, and leadership development.
Identify capability gaps and implement targeted development solutions for supervisors, managers, and high-potential associates, especially 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; turn findings into measurable improvement plans.
Ensure site HR practices comply with applicable employment laws, company policies, applicable collective requirements, recordkeeping standards, and internal controls; escalate material risks and coordinate with relevant specialist functions.
Oversee governance for 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 site HR projects and continuous-improvement initiatives; standardize processes, clarify ownership, remove administrative waste, and improve HR service delivery.
Provide functional direction, prioritization, and quality oversight to HR support resources and cross-functional partners supporting the site; build 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.