Human Resources Business Partner

The HR Business Partner (Senior Specialist) for Operations serves as a strategic partner to management and employees for multiple sites, providing HR guidance and support. The HRBP will work closely with management to develop and implement HR strategies that are consistent with the Regional HR direction and align with business goals, enhance employee engagement, and promote a culture of continuous improvement. He/she is responsible for talent management, workforce planning, employee relations, compliance, and HR KPIs for scope population.

WHAT ARE YOU GOING TO DO?

Business Partnership

• Serves as an important resource to business units in the interpretation of human resources policy and procedures, legal compliance, employment law and ensuring knowledge development on HR trends.

• Partners with Regional HR ensure consistent interpretation and application of CEVA policies.

• Support BU KPI improvements via people and process.

• Participate in site GEMBA walks and ensure a significant warehouse presence to enable a strong and visible connection to the operations and its workforce.

Talent Management

• Oversee talent acquisition, onboarding, performance management, and succession planning to ensure the organization attracts, retains, and develops top talent.

• Launch talent management processes (annual performance review, objective setting, people review, training & development plans) to managed population and develop necessary training and communication tools to ensure robust deployment and understanding.

• Provide day-to-day performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions).

• Collaborate with management to design succession plans for key talents and key job positions.

• Identifies training needs for business units and individual executive coaching needs.

Organization Design & Workforce Planning

• Identify opportunities for organizational improvement and implement initiatives to enhance employee engagement, productivity, and retention.

• Provide guidance on organization design (new roles, replacement strategy, job architecture) and ensure consistent application of Group and Ceva principles.

• Provides guidance and input on business unit restructures, workforce planning and succession planning.

• Work with leaders to forecast short-term and long-term staffing needs based on targets and projects; assess current skill sets against future business requirements; implement and monitor action plans.

HR Metrics & Reporting

• Update monthly Talent metrics and HR KPIs (turnover, time to fill, gender balance, etc.) for scope population.

• Analyze HR data and metrics to identify trends and provide insights to support decision-making.

• Ensures accuracy and completeness for all administrative HR processes (new hire paperwork, benefits enrollment, etc.).

• Continuously audits information for accuracy and reports any discrepancies in order to maintain data integrity.

Compliance

• Ensure compliance with labor laws, regulations, and company policies. Stay updated on HR best practices and legal requirements

• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.

• Partners with the legal department as needed/required.

Employee Relations

• Address employee concerns, conduct investigations and provide guidance on conflict resolution and disciplinary actions.

• Oversee the consistent application and administration of the Collective Bargaining Agreements (CBA), ensuring alignment with legal and organizational requirements.

WHAT ARE WE LOOKING FOR?

Education and Experience:

• Bachelor’s Degree or equivalent in Human Resources or Organizational Development

• Professional in Human Resources (PHR) certification preferred.

• Three to five plus years of progressive leadership experience in Human Resources positions

Skills:

• Must be Bilingual (Fluent English and Spanish)

• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety training and preventive labor relations

• Experience in the administration of HR programs and policies• Advanced proficiency in Microsoft Office, internet, web-based and job specific software applications

• Excellent organizational skills

Characteristics:

• Effective oral and written communication skills

• Excellent interpersonal and coaching skills

• Ability to analyze complex problems and develop appropriate solutions