This role will be based in either Coppell, TX or Jacksonville, FL (with a strong preference for Coppell), and follows a hybrid schedule of four days onsite and one day remote. This position reports to the HR Director and will require periodic travel a within a regional area.

As the HR Business Partner, you’ll support an employee population of approximately 200+ (and growing) team members across a fast-paced logistics environment with a geographically distributed workforce. The role includes a mix of strategic partnership and direct employee support, working closely with our teams across all levels, from entry-level warehouse roles to Director and VP+ leadership.

This is a hands on HRBP role where balancing day-to-day employee needs with broader-term business initiatives is key. Travel to facility sites will be required based on business needs and is estimated at approximately 20–30%. If based in Coppell, there will be a quarterly visit expectation to the Jacksonville home office.
 

General position summary:

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in their designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's operations, financial position, midrange plans, culture, and market.

ESSENTIAL DUTIES & RESPONSIBILITIES:

•  Conducts weekly meetings with respective business leader(s).

• Consults with varying levels of management within assigned Business Unit, providing HR guidance when appropriate.

•  Analyzes trends and metrics in partnership with the broader HR group to recommend, develop, and execute solutions and programs.

• Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.

• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the legal department as needed/required.

•  Consults with employees on benefit plans, payroll & HRIS issues and other areas of concern.

• Creates and/or approves job requisitions, job changes, organizational changes, extending offers, employee status changes, and other HR related changes in the HRIS system.

• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).

•  Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.

•  Provides HR policy guidance and interpretation.

•  Develops offer terms for new hires, promotions, and transfers.

•  Provides guidance and input on business unit restructures, workforce planning and succession planning.

•  Identifies training needs for business units and individual executive coaching needs.

•  Partners with recruiting team on activities and alignment on open roles. May support or lead recruiting on leadership or specialty roles.

•  Drafts job descriptions, provides information for job leveling and communicates to the field any changes

•  Perform Exit Interviews and report on trends

•  Provide in depth guidance and support on new market expansion and market decommissioning efforts. Including working with leaders to develop continuity plans, incentives, and severance offerings.

•  Special projects as assigned

Education & Experience:

• Minimum of 8 years of progressive HR experience with exposure to or ownership of business partner responsibilities required.
• Experience investigating and resolving complex employee relations issues.
• Experience supporting a geographically dispersed workforce, preferably within a logistics or warehousing environment.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational design, employee relations, diversity, performance management, recruiting and federal and state respective employment laws.
• Bachelor’s degree preferred.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential preferred, or ability to obtain certification within one year of employment

Skills:

• Strong interpersonal, communication, and relationship-building skills
• Solid understanding of employee relations, employment law, and HR best practices
• Excellent conflict resolution and de-escalation skills
• Ability to identify risks and mitigate exposure
• Strong problem-solving and critical thinking skills
• Ability to balance strategic thinking with hands-on execution
• Strong organizational skills and attention to detail
• Excellent time management skills with a proven ability to meet deadlines
• Proficiency in Microsoft Office (Excel, PowerPoint, Word)
• Must be discrete with sensitive information and champion the Suddath values
• Must be results driven and have excellent time management skills
• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors

Travel:

• Ability to travel as needed.

Physical/Environmental Demands:

• Prolonged periods of sitting at a desk and working on a computer.
• Must be able to lift 15 pounds at times.

**The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job.  Reasonable accommodation may be made available to individuals with disabilities to perform essential functions of this position.  These physical demands include, but are not necessarily limited to:  standing, sitting, walking, typing, hearing and talking for prolonged periods of time. 

***The above statements are intended to describe the general nature and level of work performed by people assigned to this job.  They are not intended to be an exhaustive list of all responsibilities, duties and skills required of personnel so classified and employees may be required to perform other duties as assigned. 

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity,
national origin, disability, or status as a protected veteran.