Human Resources Business Partner

The Human Resources Business Partner (HRBP) plays a pivotal role in driving the success of the region through strategic talent management, employee relations expertise, and operational HR leadership. This role requires a hands-on approach to employee relations, including resolving complaints, managing employee discipline, conducting investigations, and interpreting company policies. The HRBP will also serve as a trusted advisor to regional leadership, focusing on workforce optimization, safety compliance, and employee engagement while ensuring alignment with the company’s business goals and values.

Key Responsibilities:

Employee Relations and Conflict Resolution

• Serve as the primary point of contact for managers and employees on employee relations matters, providing expert advice and ensuring compliance with company policies and legal requirements.
• Best Practices for Complaint Resolution: Implement best practices for resolving employee complaints in a timely and fair manner, ensuring employees feel heard and respected.
• Conduct comprehensive investigations into employee complaints, allegations of misconduct, and workplace conflicts, documenting findings and providing recommendations for resolution.
• Oversee employee disciplinary actions, including performance improvement plans, written warnings, and terminations, ensuring consistency and adherence to policy.
• Provide guidance and training to managers on effectively addressing performance and behavioral issues while fostering positive employee relationships.
• Interpret and communicate company policies to managers and employees, ensuring consistency and clarity in policy application.
• Partner with managers and employees to resolve workplace conflicts, facilitate open communication, and promote a collaborative work environment.
• Ensure all employee relations matters are managed in compliance with local, state, and federal employment laws, as well as company guidelines.

Strategic Talent and Workforce Management

• Act as an end-to-end talent partner, managing all aspects of the employee lifecycle, including recruitment, onboarding, development, and retention.
• Conduct regular talent reviews to identify high-potential employees, address skill gaps, and plan for succession.
• Drive initiatives to improve employee retention, particularly for top performers, through proactive planning and engagement strategies.
• Develop and implement comprehensive plans for talent retention and career development in collaboration with leadership.

Leadership Development and Coaching

• Provide managerial coaching and leadership development to build accountability and effectiveness across the region.
• Develop and deliver leadership training programs focused on managerial onboarding, role assimilation, and continuous development.
• Oversee the implementation of strategic employee recognition programs to enhance engagement and morale.
• Partner with regional leadership to identify and address gaps in leadership capabilities.

Employee Engagement and Well-Being

• Lead initiatives to improve employee engagement scores, targeting a goal of 80% or higher.
• Develop and implement programs to support employee mental health and well-being, fostering a healthy and productive workplace.
• Act as a resource for employees, ensuring their voices are heard and their concerns addressed in a respectful and confidential manner.

Operational HR Responsibilities

• Attend operational reviews within the region and provide HR insights and support to align with business objectives.
• Conduct regular HR audits and ensure adherence to established timelines and standards.
• Provide quarterly HR talent reviews and deliver in-person leadership development trainings, such as SMTP and other required sessions.
• Support operational managers with workforce planning and organizational design initiatives to drive efficiency and effectiveness.

Safety and Compliance Management

• Act as the regional Safety Manager, ensuring compliance with safety standards and regulations.
• Measure and report on Total Case Incident Rate (TCIR) scores, recordable events, and internal safety scorecards.
• Partner with operational leaders to strengthen safety initiatives and build a culture of accountability around safety practices.

Policy Interpretation and Compliance

• Serve as a subject matter expert on company policies and procedures, providing guidance to managers and employees on proper interpretation and application.
• Partner with managers to ensure policy compliance in disciplinary actions, investigations, and general employee interactions.

Qualifications:

• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field required; Master’s degree or HR certification (PHR/SPHR, SHRM-CP/SHRM-SCP) preferred.
• Experience:
  • Preferred track record of progressive HR/management experience, with background in a supervisory role with strategic impact.
  • Preferred experience in managing employee issues, including conclusion and recommendations.
  • Preferred knowledge in talent management, employee engagement, and workforce planning.
  • Experience in safety management and compliance is strongly preferred.
• Skills:
  • Excellent communication, negotiation, and conflict resolution skills.
  • Bilingual language skills in proficient English and Spanish is strongly preferred.
  • Strong analytical and problem-solving skills with the ability to interpret data and make informed decisions.
  • Preferred proficiency in HR systems and other technologies.
  • Ability to build and maintain strong relationships with employees and leadership at all levels.

Preferred Attributes:

• Demonstrated expertise in handling sensitive employee relations matters with discretion and professionalism.
• Proactive problem solver with a results-oriented approach.
• Preferred knowledge of employment laws and regulations at local, state, and federal levels.
• Ability to foster a positive and collaborative workplace culture that aligns with the company’s values.

Work Environment:

This position requires regular travel within the assigned region, participation in in-person meetings, and attendance at operational reviews. Flexibility to attend leadership meetings and other events as needed is essential.

About Our Company:

Our company is a leader in the industrial laundry and uniform rental industries, serving over 2,000 employees across multiple locations nationwide. Region coverage for this role will be smaller coverage area.  We are committed to fostering a transparent, respectful, and innovative workplace where employees feel valued and supported. As we grow and implement new initiatives, this HRBP role will be instrumental in ensuring the success of our employees and our organization.

Equal Opportunity Employer:

Prudential Overall Supply is an equal opportunity employer. We do not discriminate in hiring or employing any individual on the basis of race, color, gender, national origin, ancestry, religion, physical or intellectual disability, age veteran status, sexual orientation, gender identity or expression, marital status, pregnancy, citizenship, or any other factor protected by anti-discriminatory laws.