Senior HR Business Partner

Swisher•Jacksonville, FL

2d•Hybrid

About The Position

For the past 162 years, Swisher has been an industry leader known for its iconic products and commitment to high quality standards. With a rich history, Swisher serves adult consumers through a diverse range of businesses, including Swisher Sweets Cigar Company, Helme Tobacco Co., Hempire, Rogue Holdings, and Drew Estate: The Rebirth of Cigars. We have a passion for people and helping them build rewarding careers. If you’re ready to create excitement and drive what’s next in the industry, we’d love to hear from you. The Senior HR Business Partner serves as a strategic advisor and trusted partner to senior leaders, aligning people strategies with business priorities across designated Operations and Supply Chain teams. This role leads complex employee and labor relations matters, talent and workforce planning, organizational effectiveness, change management, and the execution of HR initiatives that strengthen leadership capability, employee engagement, compliance, and business performance. The Senior HRBP brings strong business acumen, sound judgment, and proactive partnership with HR Centers of Excellence to translate business needs into practical, scalable people solutions.

Requirements

Bachelor's Degree in Human Resources, Business Administration, Industrial Relations, Organizational Development, or related field
7+ years of progressive Human Resources experience, including demonstrated experience as an HR Business Partner supporting complex business groups, manufacturing, operations, supply chain, commercial, or service-related environments
Strong working knowledge of multiple HR disciplines, including employee relations, labor relations, talent management, performance management, compensation, staffing, change management, and applicable federal, state, and local employment laws
Demonstrated experience interpreting and applying collective bargaining agreements, policies, procedures, and employment practices in a consistent and compliant manner
Proven ability to manage complex employee relations matters, investigations, grievances, performance issues, and sensitive situations with sound judgment and discretion
Ability to build credibility and influence with leaders at all levels, including senior leaders, by balancing business needs, employee experience, compliance, and risk
Strong analytical capability with the ability to use data, workforce trends, and business insights to diagnose issues and recommend practical solutions
Excellent communication, facilitation, coaching, problem-solving, organizational, and prioritization skills
Ability to protect confidential information and communicate with impeccable discretion in all matters related to employees, leaders, and internal processes
Proficient in Microsoft Office Suite and HRIS platforms; ability to create reports, analyze data, and present findings clearly to business and HR leaders

Nice To Haves

Prior experience supporting manufacturing, supply chain, operations, sales, or multi-site client groups
Experience working in a unionized environment, supporting labor negotiations, grievance handling, or contract implementation
Functional knowledge of UKG HRIS platform
SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), HRCI Professional of Human Resources (PHR), or HRCI Senior Professional of Human Resources (SPHR)

Responsibilities

Serve as a strategic HR partner to senior leaders, translating business priorities into people strategies that support organizational performance, workforce readiness, and long-term capability building
Advise and coach leaders on organizational effectiveness, team structure, talent decisions, leadership capability, workforce planning, and change management
Lead complex employee and labor relations matters, including investigations, corrective action, performance concerns, grievance support, unemployment matters, and risk mitigation in partnership with HR leadership and Legal as appropriate
Interpret and apply HR policies, employment laws, collective bargaining agreements, procedures, and past practices to ensure consistent, compliant, and practical decision-making
Actively prepare for and participate in collective bargaining negotiations, labor strategy development, grievance resolution, and implementation of contract changes
Partner with Talent Acquisition and business leaders on staffing strategy, workforce planning, requisition prioritization, internal movement, selection decisions, and retention initiatives
Drive talent management processes, including talent reviews, succession planning, performance management, development planning, and leader coaching to strengthen bench and organizational capability
Use HR metrics, workforce data, and business insights to identify trends, diagnose root causes, influence decisions, and recommend proactive solutions
Partner with HR Centers of Excellence to execute enterprise programs in total rewards, talent, learning, HR operations, employee relations, benefits, and HR systems while tailoring implementation to business needs
Lead or support HR process improvement, standardization, and change initiatives that improve manager experience, employee experience, compliance, and operational efficiency
Promote a positive, inclusive, performance-driven culture by advising leaders on communication, engagement, recognition, accountability, and employee experience
Perform other related duties as assigned