The HRBP provides support to a Fulfillment Center Operations team by partnering with senior stakeholders on the site related business and people agenda and manages the site's wide projects independently.

COMPANY CULTURE STEWARD:


Applies understanding of Leadership Principles and values when consulting with employees and managers (i.e.: performance improvement, coaching plans, team meetings, employee development and promotions)

Initiates and supports client group or site (or multiple site leadership) to develop the culture for that site or business


ORGANIZATION DEVELOPMENT & PLANNING


Understands key business goals, and business priorities, able to apply to core areas of HR responsibilities in order to prioritize work and set goals

Provides input into org design discussions (i.e. information about talent for succession planning, attrition risks)

Implements communication plan for org changes


ORGANIZATION HEALTH


Conducts diagnostics to identify trends & environmental ER or workplace issues, communicates findings

Partners with management to drive positive ER, or negotiation of works council or labor agreements

Proactively monitors and acts to address ER or labor changes for the operation

Implements components of strategy and action plans that addresses workplace environment, employee engagement or retention issues

Conducts investigations of employee relations issues in consultation with management

Supports rollout of compliance initiatives; understands and independently counsels the business regarding local employment law and legislation changes

Leads client group or site engagement activities and audits to monitor org health and to engage with employees/associates


WORKFORCE PLANNING & TALENT ACQUISITION


Partners with Recruiting and Agencies to coach managers around recruiting process

Interprets hiring data and provides recommendations to recruiting and client leaders for sourcing strategies

Understands local market for staffing needs

Participates in interview loops and debriefs

Approves offers, transfers, and compensation exceptions in client org

Engages with managers to ensure launch plans are created, participates in launch plans as needed

Monitors vendor and 3rd party worker relationships for co-employment risk

Works closely with staffing and/or recruiting partners to maintain healthy candidate/staffing funnels

May manage vendor relationships, including facilities temp agencies, maintenance, drivers, and security


TALENT MANAGEMENT & DEVELOPMENT


Facilitates or assists multiple department or group level talent discussions

Drives identification and management of forward looking promotions for managers

Coaches and develops business, site(s) leadership on performance and talent management with the business teams

Identifies participants for programs, and manages internal communications related to training and development

Partners with leaders on talent development


HR OPERATIONS


Analyzes data and shares with leaders

Trains and/or consults with managers on employee life cycle issues

Utilizes Connections data and provides ideas and strategies for how to improve engagement and manager capability

Is able to speak to attendance, attrition, and staffing trends

Identifies gaps in policy and services, makes recommendations for system process improvement and may draft and maintain policies for site

Rolls out new policy changes/services and ensures business adoption and/or understanding of changes

May recommend exceptions to policies with input from senior leaders or HR management