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Job Description:

Job Summary

The HR Business Partner (HRBP) Manager seeks to build a strong support relationship with its global HR leaders. This role acts as strategic support to research, design, and provide guidance on deployment of business-relevant HR strategies and solutions within an assigned district/country/function. This role leverages more in-depth business or functional group knowledge to identify and drive HR-related improvement opportunities and collaborates with key stakeholders to assess the design and delivery of HR programs, services, and initiatives to ensure the needs of the organization and the business are met. This role acts as an overall function advocate, change champion, and support for the director-level HRBP. The HRBP Manager helps the director-level HRBP to proactively forecast the needs of the business, from a talent perspective, manage business unit talent retention strategies, partner with COE counterparts, and support the HRBP Director with managing and maintaining succession plans. This role supports specific projects and initiatives, as directed by the HRBP Director.

Key Responsibilities

• Supports the strategic relationship between HR and the enterprise to define business challenges and help the HRBP Director translate them into focused HR initiatives
• Understands the core business processes and drivers of different HR functions to support the HRBP Director with talent expertise and talent optimization across the globe
• Supports specific projects and initiatives through detailed research, development of presentations, and detailed program design, as directed by the HRBP Director with minimal supervision
• Leverages and guides additional HRBP Support (i.e., HRBP Supervisors) to support special projects and initiatives
• Confidently manages upwards throughout the HRBP structure to drive the overall talent optimization strategy
• Helps promote a strategic relationship between HR and leadership to define and solve business challenges, identify opportunities to deliver value-added HR services and programs, and drive the effort to translate them into focused and relevant HR initiatives
• Acts as an escalation point for Supervisor-level HRBPs and peers, if applicable
• Helps monitor results of the delivered HR programs, and works with the HRBP Director, COEs, and HR Services to facilitate changes and improvements; it may be required to be agile, and support other districts, countries, or functions as needed and as requested by the HRBP leaders and/or HRBP Director
• Acts as a coach for HRBP Supervisors, Mid-Managers, etc.

Talent Expertise

• Works with the HRBP Director to help identify and understand evolving talent needs relative to HR function
• Supports effective succession planning process (primarily for most senior HR leaders in the business) and helps facilitate ongoing development conversations, working with the HRBP Director to identify and proactively develop the next generation of leaders
• Works with Supervisor-level thru VP level human resources staff to identify talent gaps, proposes and implements changes necessary to cover risks, as directed by the HRBP Director
• Helps ensure consistent talent strategy set by the Human Resources Leadership team and as directed by the HRBP Director

Business Advocacy

• Serves as an advocate for the Human Resources function in developing and delivering HR strategies
• Leverages business-relevant and workforce-level data insights and research trends to identify opportunity to improve efficiency, effectiveness, productivity, and overall employee experience through meaningful talent programs and initiatives
• Champions the execution of HR processes, initiatives, and programs that are business-relevant and defined by the COEs (e.g., performance management, annual compensation, training initiatives)
• Understands the HR operating environment and applies awareness of goals and objectives when implementing HR programs and addressing escalated HR issues
• Works in partnership with HR Shared Services to maintain business-specific policies, ensuring overall compliance

Trusted Advisory

• Supports and develops a trusted advisor relationship with the Global HR Management team at all levels and provides input into the advice, guidance, and talent expertise for business decisions
• Supports the management and development of a strategic talent pipeline of leaders across the business unit through the lens of recruiting, talent development, performance management, and leadership development strategies
• Collaborates with other HRBPs, COEs, and HR Shared Services to agree on a common innovation agenda, agree on the people agenda throughout the organization, leverage experiences / practices across geographies, and evaluate effectiveness of HR solutions
• Actively listens and seeks to understand various points of view to arrive at best solution

Qualifications

Requirements:

• Must be located in the same geographical area as the job
• Must be willing and available to report to the Atlanta corporate office on a hybrid basis
• Must have a bachelor’s degree (or international equivalent) or be a current UPS employee with a minimum of three years of UPS experience
• Must have a minimum of three continuous years of management experience
• Possesses recent, relevant Human Resources experience
• Demonstrates advanced skills in Excel and PowerPoint
• Proven experience leading and developing management employees
• Displays advanced working knowledge of HR Systems, specifically Workday
• Brings a demonstrated prior history of managing large scale projects and driving them to completion
• Exhibits an energetic, pro-active work ethic with the ability to manage upwards

Preferences:

• Possesses advanced skills utilizing analytics platforms
• Project Management and/or Lean Six Sigma Certification
• Prior region/district HR management experience
• Master's degree

Additional Information

• This job is an internal grade 303
• The last day for internal candidates to apply for this position is 10/14/26 (11:59 PM EST)
• No relocation assistance is provided for this opportunity

Employee Type:

UPS is committed to providing a workplace free of discrimination, harassment, and retaliation.

Other Criteria:

UPS is an equal opportunity employer. UPS does not discriminate on the basis of race/color/religion/sex/national origin/veteran/disability/age/sexual orientation/gender identity or any other characteristic protected by law.

Basic Qualifications:

Must be a U.S. Citizen or National of the U.S., an alien lawfully admitted for permanent residence, or an alien authorized to work in the U.S. for this employer.