Human Resources Business Partner

Human Resources Business Partner

Reporting to the Director, the Human Resources Business Partner, (HRBP) serves as a full Generalist HR Business Partner by providing comprehensive Human Resources support and strategic guidance to TBC Management and Employees. The HRBP plays a pivotal role in providing strategic partnership to Senior Leaders within Distribution and Supply Chain function. This position is responsible for aligning the HR initiatives in support of TBC's people strategy. The role demands HR leadership in driving the people strategy, workforce planning, organizational design, talent management, team effectiveness, and change management. The HRBP will assess the human capital needs in areas such as performance management, employee relations, compensation, career development and leadership development and drive the appropriate solutions in these areas in coordination with the Centers of Excellence. The HRBP will effectively play an integral part of the Operations team by leveraging effective working relationships, influencing, and guiding Field Management in support of the TBC Supply Chain Operations and Human Resources objectives, this position is responsible for locations in a multi-state regional geography.

Job Responsibilities

• Provides strategic HR Business Partner expertise to function to maximize organizational performance
• Leverages business strategy, people strategy, external best practices, and organizational insights to deliver bold and innovative organizational and talent solutions, including organizational design, workforce planning, talent management, and culture change
• Aligns corporate and functional strategies with TBC people strategy, monitoring the effectiveness of organizational performance programs through metrics and analytics to bring value through the business
• Collaborates with Centers of Excellence (COE's) to monitor external environment (e.g., job market, technology, demographic development) and define future workforce requirements (quantitative and qualitative) as well as identifying and articulating the People needs of the business to the COE's and deploys their programs and processes in ways that bring value to the business.
• Drives the ONE TBC mentality across the region and provides guidance and collaborates with HR Business Partners, COEs and People Services leaders for effective deployment of People initiatives.
• Analyzes key data and trends to drive organizational effectiveness and the development of a workforce plan aligned with business strategy and objectives
• Supports succession planning, talent retention efforts and pipelining, as necessary, for external talent
• Collaborate across the People Model (COE's, People Services) to articulate business needs and partners in delivering solutions in ways that bring value across the enterprise
• Applies sound judgment to data insights and trends to support organization decisions driving effectiveness and innovative engagement strategies, and succession management
• Shape and lead change management efforts to ensure delivery of organizational solutions, programs, and deliverables
• Respond to Employee Relations issues and conducts investigations for Associate complaints, harassment allegations, wrongful termination claims, DOL claims and performance management issues.
• Implement, communicate and enforce Company policies and procedures
• Ensure compliance with Federal and/or State labor and employment regulation changes
• Equip Management team with appropriate tools and knowledge to effectively manage Associates
• Drive, influence, advise and support the cultural and people aspects of organizational change, structures, people processes and business improvement initiatives within the Organization in order to improve business efficiency and people management
• Recommend, develop, and implement programs to sustain positive employee morale, increase employee retention and support overall company objectives
• Facilitate/ Train and respond to inquiries regarding Human Resources policies, procedures, laws, standards, or regulations
• Create and maintain appropriate HRIS reports and metrics that can be used to identify areas of improvement/progress
• Travel of 40+% in a large geographical area

Proven leadership effectiveness in followership, innovation, people program/project management, and executive coaching, demonstrating the ability to inspire and guide teams, foster a culture of creativity and continuous improvement, manage complex projects and programs efficiently, and provide strategic coaching to senior executives to enhance their leadership capabilities

Demonstrated strength in strategy and business acumen by influencing and shaping business strategy through people strategy, anticipating external trends, providing context and influence for organizational effectiveness, applying systems thinking, and using a diagnostic mindset to improve talent and business outcomes

Other duties as assigned

Qualifications

• 7 + years of progressive, professional experience with multi-unit, multi-state experience at a HR Manager level or above
• Expertise in talent management, including performance management, engagement
• Superior employee relations / resolution and influencing skills
• Demonstrated experience utilizing data and analytics to drive business and talent decisions, including data analysis, insights generation that drives business performance
• Outstanding interpersonal and leadership skills; a role model for the use of the concepts and skills we teach and exceptional commitment to our Leadership Principles
• Demonstrated behavioral skills in curiosity, learning agility, and growth mindset
• Exhibit strong understanding of regulatory compliance, local, state and federal employment guidelines
• Extensive experience in business partnering, including organizational savvy and influence, consulting, performance management, organizational design, change management, and significant leadership skills in building and leading global, diverse teams of People professionals
• Experience in leading change management efforts, including defining change and communication plans
• Proven experience in working effectively within a matrixed environment and building alignment in a cross-functional and team environment
• Knowledge of external trends and factors that influence human behaviors and decision-making at the individual, group, and organizational levels
• Bilingual in Spanish /English is preferred

Mission Critical Competencies

• Strategic Mindset: seeing ahead to future possibilities and translating them into breakthrough strategies
• Action Oriented: Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm
• Cultivates Innovation: Creating new and better ways for the organization to be successful
• Collaborates: Building partnerships and working collaboratively with others to meet shared objectives
• Customer Focus: Building strong customer relationships and delivering customer-centric solutions
• Develops Talent: Developing people to meet both their career goals and the organization's goals
• Ensures Accountability: Holding self and others accountable to meet commitments
• Drives Engagement: Creating a climate where people are motivated to do their best to help the organization achieve its objectives
• Communicates Effectively: Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences
• Instills Trust: Gaining the confidence and trust of others through honesty, integrity, and authenticity
• Change Management: effective Sponsorship, Change Agent and influencing skills. Adaptive, agile, flexible, open minded. Proven ability to build cross-functional commitment, lead, simplify and scale complex dynamic organizations through transformational change.