Senior P&O Business Partner - LBJ FWY

DSV•Dallas, TX

1d•$85,000 - $89,000•Onsite

About The Position

The Senior P&O Business Partner provides HR leadership and guidance in partnership with business leaders at sites, branches, or within functions. Under the guidance of senior HR leaders, the role implements strategic HR initiatives in talent management, performance management, leadership development, employee engagement, change management, and compensation and benefits. It executes recruiting strategies for mid- to lower-level professional and managerial roles, as well as administrative, clerical, maintenance, and warehouse positions as needed. Additional responsibilities include retention strategies, legal compliance, payroll, communication, orientation, training, and some administrative functions. In some locations, duties outside the HR role may also be required. The role has full personnel responsibility for leading, developing, and coaching a team of up to six employees. It requires work in warehouse areas with temperatures that may range from mild to moderate during warmer and colder months, and travel as required. Overtime may be required as dictated by the business.

Requirements

Bachelor’s degree in Human Resources, Business, or Social Sciences and at least five years of progressively responsible Human Resources experience, or an equivalent combination of education and work experience.
Ability to work in warehouse areas with unregulated temperatures during warmer and colder months, which can range from mild to moderate.
Microsoft Office skills.
Experience with HRIS systems.
Local language required.
Effective verbal and written communication skills.
English reading, writing, and verbal communication skills.
Good mathematical skills.

Nice To Haves

Experience with Applicant Tracking Systems (ATS).
Recognized HR professional certification.
Previous experience with payroll processing and timekeeping.
Master’s degree.

Responsibilities

Partner with business leaders to guide and support business initiatives and align them with the Human Resource strategy.
Act as a change agent by developing transition and change plans, leading communication and engagement activities, and preparing managers to handle people matters.
Establish robust recruitment processes and procedures to attract and retain talent.
Implement, interpret, and administer employee and labor relations programs and initiatives aligned with company goals and objectives.
Administer employment, employee relations, labor relations, compensation, performance management, benefits, recognition, training, staffing planning, and workforce communication activities.
Facilitate or provide training and development, including orientation, to management and the workforce.
Coach and advise managers and employees to resolve problems and provide day-to-day support.
Maintain and coordinate employee recognition programs.
Administer existing programs in accordance with policies and procedures.
Conduct exit interviews, analyze data, and recommend corrective action and continuous improvement to management.
Provide employee relations expertise and shape local employee relations strategy, ensuring legal compliance, manager preparedness, and effective consultation or negotiation with employee bodies; respond to employee matters and support resolution.
Promote diversity initiatives within the assigned area or country.
Support timely and effective communication and administration of deliverables.
Use internal and external data to generate and analyze reports for business cases and regulatory requirements.
Travel as required.
Work overtime as dictated by business, whether mandatory or voluntary.
Perform other duties as assigned.
Lead, develop, and coach a team of up to six employees.