Sr. HR Business Partner

Introduction At Dobbs Truck Group, a part of our mission is to create relationships and a healthy work environment for our employees. We are always looking for qualified, customer-oriented individuals at Dobbs Truck Group. Overview The Dobbs Truck Group is a growth company that successfully expands our operations and customer base through a high-quality team of employees. Dobbs Truck Group operates 25 commercial truck dealerships through two operating companies – Dobbs Peterbilt and Western Truck Center. These dealerships represent some of the best commercial truck brands including Peterbilt, Volvo, Mack, Autocar, and Hino and include locations in Arkansas, California, Louisiana, Mississippi, Oregon, Tennessee, and Washington. We offer a competitive benefits package including medical, dental, vision, long‑term disability, life insurance, and 401(k), as well as paid vacation and sick leave. Our Company is looking for long‑term employees that we can invest in and grow with as we pursue our mission of being the premier commercial truck dealer group. General Job Description The Human Resources Business Partner (HRBP) serves as a strategic partner to business leaders, aligning human resources practices with operational objectives to drive organizational performance, employee engagement, and workforce effectiveness. This role supports assigned dealership locations by providing guidance on employee relations, talent management, performance management, organizational development, compliance, and workforce planning. The HRBP works closely with dealership leadership to ensure people strategies support business goals while maintaining a culture rooted in accountability, integrity, and operational excellence. The HRBP acts as both a strategic advisor and operational resource, helping leaders navigate complex personnel matters while reinforcing company policies, legal compliance, and leadership expectations. This position requires regular travel to assigned dealership locations to support managers and employees in person. The duties listed below are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position. Responsibilities Strategic Partnership Serve as a trusted advisor to dealership leadership including General Managers, Department Managers, and operational leaders. Partner with leaders to align people strategies with operational goals, workforce planning, and performance expectations. Support leaders in building high performing teams and maintaining strong workplace culture. Provide coaching and guidance to leaders on effective employee management and leadership practices. Employee Relations & Workplace Investigations Provide guidance and support to managers in addressing employee relations matters including performance issues, conduct concerns, conflict resolution, and disciplinary actions. Conduct and document internal investigations related to employee complaints, policy violations, and workplace concerns. Partner with leaders to implement corrective action, performance improvement plans, and coaching strategies. Ensure consistency and fairness in the application of company policies and employment practices. Compliance & Employment Law Ensure compliance with federal, state, and local employment laws including California employment regulations related to wage and hour requirements, meal and rest breaks, leave administration, and anti‑harassment laws. Provide guidance to managers regarding legally compliant employment practices and workplace decisions. Maintain appropriate documentation to support employee relations actions and compliance obligations. Partner with leadership and legal counsel when necessary to address complex employment matters. Talent Acquisition & Workforce Planning Partner with leaders to identify workforce needs and support recruiting strategies for operational and technical roles. Support hiring efforts for critical positions including service technicians, service advisors, parts personnel, and operational leaders. Assist managers with effective candidate selection and onboarding practices. Leadership Development & Organizational Effectiveness Provide coaching and guidance to managers on employee engagement, performance management, and leadership effectiveness. Support leadership development initiatives that strengthen accountability and operational performance. Identify opportunities to improve team effectiveness and communication within dealership operations. Compensation & Performance Programs Provide guidance on compensation decisions, pay adjustments, and incentive programs to ensure alignment with company compensation philosophy and market competitiveness. Support performance management processes including performance reviews, goal setting, and leadership feedback. HR Operations & Program Implementation Support the rollout and implementation of HR programs and initiatives across assigned dealership locations. Assist leaders with HR systems and processes related to employee data, performance management, and workforce reporting. Monitor workforce trends such as turnover, staffing levels, and performance concerns and provide insights to leadership. Requirements Education Bachelor’s degree in Human Resources, Business Administration, or related field preferred. Experience Five to eight years of progressive human resources experience. Experience supporting multi location operational environments preferred. Experience in the heavy duty truck, automotive, or dealership industry strongly preferred. Experience managing complex employee relations issues and workplace investigations. Experience supporting hourly and frontline workforces preferred. Knowledge & Skills Strong knowledge of California employment laws and HR best practices. Ability to build credibility and trust with leaders and employees at all levels of the organization. Strong conflict resolution and problem‑solving skills. Excellent communication and interpersonal skills. Ability to manage multiple priorities and operate effectively in a fast‑paced operational environment. Strong judgment and ability to handle confidential information with discretion. Key Competencies Business and operational acumen. Integrity and professionalism. Relationship building and influence. Sound judgment and decision making. Accountability and execution. Mental Capability Requirements Comprehension: Ability to understand opposing points of view on highly complex issues, negotiate, and integrate different viewpoints. Organization: Ability to organize and prioritize work schedules of others on long‑term basis. Reasoning & Decision Making: Ability to make decisions with significant impact on department’s credibility, operations, and services. Communication: Ability to formulate complex and comprehensive materials, such as legal documents, authoritative reports, official publications of major scope and impacts, and make formal presentations. Mathematics: Ability to compute, analyze, and interpret complex statistical data and develop forecasts and computer models. Physical Demands and Work Environment The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to use hands to handle or feel, reach with hands and arms, and talk or hear. The employee is frequently required to stand, walk, climb or balance, stoop, kneel, crouch or crawl, and taste or smell. The employee is required to sit for long periods of time. The employee must regularly lift and/or move up to 25 pounds, frequently lift and/or move up to 50 pounds, and occasionally lift and/or move up to 100 pounds. Specific vision abilities required by this job include color vision, peripheral vision, depth perception, and the ability to adjust focus. While performing the duties of this job, the employee is regularly exposed to moving mechanical parts and risk of electrical shock. The employee is frequently exposed to wet and/or humid conditions, extreme heat, and vibration. The employee is occasionally exposed to high, precarious places, fumes or airborne particles, toxic or caustic chemicals, and outside weather conditions. The noise level is normally loud. Common Expectations of Performance for all Employees The following includes common expectations for all employees of the Company. The evaluation of job performance will be based on these common expectations as well as the position‑specific responsibilities described above. Communications, Teamwork, and Feedback to Others Contribute to a work environment that is based on trust and respect. Have discussions on a regular basis with their manager to discuss opportunities to best achieve individual performance objectives and departmental goals. Suggest ways to improve the efficiency of conducting their job duties. Promote continuous improvement and change to support company growth. Mentor others unselfishly. Give credit where it’s due. Company Loyal Policies and Work Ethic Adhere to the policies contained in the Employee Handbook. Adhere to the Company’s Employee Conduct Policy. Support management decisions toward meeting company goals. Be open and receptive to new ideas, regardless of their origin. Make prudent decisions, which are based on the best interest of the Company and its long‑term future. #J-18808-Ljbffr Dobbs Peterbilt