Human Resources Business Partner

Human Resources Business PartnerReporting 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 ResponsibilitiesProvides strategic HR Business Partner expertise to function to maximize organizational performanceLeverages 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 changeAligns corporate and functional strategies with TBC people strategy, monitoring the effectiveness of organizational performance programs through metrics and analytics to bring value through the businessCollaborates 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 objectivesSupports succession planning, talent retention efforts and pipelining, as necessary, for external talentCollaborate across the People Model (COE's, People Services) to articulate business needs and partners in delivering solutions in ways that bring value across the enterpriseApplies sound judgment to data insights and trends to support organization decisions driving effectiveness and innovative engagement strategies, and succession managementShape and lead change management efforts to ensure delivery of organizational solutions, programs, and deliverablesRespond 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 proceduresEnsure compliance with Federal and/or State labor and employment regulation changesEquip Management team with appropriate tools and knowledge to effectively manage AssociatesDrive, 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 managementRecommend, develop, and implement programs to sustain positive employee morale, increase employee retention and support overall company objectivesFacilitate/ Train and respond to inquiries regarding Human Resources policies, procedures, laws, standards, or regulationsCreate and maintain appropriate HRIS reports and metrics that can be used to identify areas of improvement/progressTravel of 40+% in a large geographical areaProven 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 capabilitiesDemonstrated 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 outcomesOther duties as assignedQualifications7 + years of progressive, professional experience with multi-unit, multi-state experience at a HR Manager level or aboveExpertise in talent management, including performance management, engagementSuperior employee relations / resolution and influencing skillsDemonstrated experience utilizing data and analytics to drive business and talent decisions, including data analysis, insights generation that drives business performanceOutstanding interpersonal and leadership skills; a role model for the use of the concepts and skills we teach and exceptional commitment to our Leadership PrinciplesDemonstrated behavioral skills in curiosity, learning agility, and growth mindsetExhibit strong understanding of regulatory compliance, local, state and federal employment guidelinesExtensive 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 professionalsExperience in leading change management efforts, including defining change and communication plansProven experience in working effectively within a matrixed environment and building alignment in a cross-functional and team environmentKnowledge of external trends and factors that influence human behaviors and decision-making at the individual, group, and organizational levelsBilingual in Spanish /English is preferredMission Critical CompetenciesStrategic Mindset: seeing ahead to future possibilities and translating them into breakthrough strategiesAction Oriented: Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasmCultivates Innovation: Creating new and better ways for the organization to be successfulCollaborates: Building partnerships and working collaboratively with others to meet shared objectivesCustomer Focus: Building strong customer relationships and delivering customer-centric solutionsDevelops Talent: Developing people to meet both their career goals and the organization's goalsEnsures Accountability: Holding self and others accountable to meet commitmentsDrives Engagement: Creating a climate where people are motivated to do their best to help the organization achieve its objectivesCommunicates Effectively: Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiencesInstills Trust: Gaining the confidence and trust of others through honesty, integrity, and authenticityChange 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.