Senior P&O Business Partner

DSV•Mccarran, NV

2d•$80,000 - $90,000•Onsite

About The Position

This position is part of an onsite HR team and focuses on delivering a full spectrum of human resource programs. The multi-site HR Business Partner provides HR leadership and guidance to DSV’s Contract Logistics/Solutions divisions in Texas, overseeing hiring, retention, termination, personnel records, legal compliance, compensation, benefits, payroll, orientation, training, and related administrative functions. The role ensures site needs are met and coordinates time and priorities with site management. It requires visibility and accessibility, and may involve site visits throughout the year. The Senior P&O Business Partner implements and administers personnel and labor relations programs aligned with company goals. The role supports employment, employee and labor relations, compensation, performance management, benefits, recognition, training, workforce planning, and workforce communications. It administers company policies and programs, including equal employment opportunity and affirmative action compliance, employee safety, workers’ compensation, and OSHA compliance. It also provides guidance and feedback to employees, peers, and management; supports supervisory training and development; and hires, trains, evaluates, and terminates assigned personnel. The position manages HR processes for new hires, promotions, transfers, leaves of absence, grievances, and terminations, and ensures personnel files are maintained. It coordinates with internal and external representatives on HR projects and operations, including due diligence and assimilation processes. The role uses customer feedback to monitor project status, identify process issues, and implement improvements to the quality, quantity, and timeliness of work. The position is based in McCarran, Reno, Nevada. The posting lists an expected annual base pay range of $80,000–$90,000. Some domestic travel, generally by airplane, may be required. Work is generally sedentary, though hours may be extensive or staggered to provide access across multiple shifts.

Requirements

Bachelor’s degree in human resources, business, or a related field, and seven years of HR experience, or an equivalent combination of education and work experience.
At least five years of employee relations and performance management experience.
At least five years of recruitment experience.
At least two years of experience in freight forwarding or the transportation industry, or in a 4PL/Contract Logistics environment.
Strong proficiency in basic Microsoft Office applications.
Experience using HRIS systems.
English reading, writing, and verbal communication skills.
Intermediate mathematical skills.
General working knowledge of human resources and skills in management, problem solving, conflict resolution, consulting, decision-making, financial and analytical work, and influencing.
Knowledge of ERISA, employment, and labor laws and regulations.
Strong interpersonal communication and customer service skills, including the ability to motivate others.
Ability to work independently and as part of a team with enthusiasm, initiative, and creativity.
Ability to attend to detail, work under pressure, and prioritize.
Ability to maintain confidentiality and handle sensitive situations with compassion and dignity.
Ability to deal with ambiguity, cope with change, and adapt to shifting priorities.

Nice To Haves

Advanced Excel skills.
Change management experience.
Project management experience.
Bilingual English and Spanish.
Recognized HR professional certification, such as SHRM.
Experience with SAP SuccessFactors.
Experience with Zendesk or other helpdesk ticket systems.

Responsibilities

Implement, interpret, and administer personnel and labor relations programs, projects, and initiatives aligned with company goals.
Support employment, employee relations, labor relations, compensation administration, performance management, benefits, recognition, training, staffing plans, and workforce communications.
Remain visible and accessible and make site visits as needed.
Administer programs and policies, including equal employment opportunity and affirmative action compliance.
Monitor compliance with company policies and procedures related to employee safety, workers’ compensation, and OSHA.
Provide workforce leadership and guidance to employees, peers, and management by sharing best practices.
Provide feedback and guidance on interviewing, labor relations, employee communications, new-hire orientation, and training programs.
Deliver supervisory training and support continuous improvement in supervisory skills and effectiveness.
Hire, train, evaluate, and terminate assigned personnel.
Manage HR procedures for new hires, promotions, transfers, leaves of absence, grievances, and terminations; maintain personnel files.
Coordinate with internal and external representatives on unit activities and HR projects or operations, including due diligence and assimilation processes.
Use customer feedback to monitor projects, identify process problems, and implement improvements to work quality, quantity, and timeliness.
Coordinate time and priorities with site management to meet site needs.