The HR Business Partner (HRBP) provides support to a Fulfillment Center Operations team by partnering with senior stakeholders on the site related business and people agenda and manages the site's wide projects independently.

COMPANY CULTURE STEWARD:
- Applies understanding of Leadership Principles and values when consulting with employees and managers (i.e.: performance improvement, coaching plans, team meetings, employee development and promotions).
- Initiates and supports client group or site (or multiple site leadership) to develop the culture for that site or business.

ORGANIZATION DEVELOPMENT & PLANNING
- Understands key business goals, and business priorities, able to apply to core areas of HR responsibilities in order to prioritize work and set goals.
- Provides input into org design discussions (i.e. information about talent for succession planning, attrition risks).
- Implements communication plan for org changes.

ORGANIZATION HEALTH
- Conducts diagnostics to identify trends & environmental ER or workplace issues, communicates findings.
- Partners with management to drive positive ER, or negotiation of works council or labor agreements.
- Proactively monitors and acts to address ER or labor changes for the operation.
- Implements components of strategy and action plans that addresses workplace environment, employee engagement or retention issues.
- Conducts investigations of employee relations issues in consultation with management.
- Supports rollout of compliance initiatives; understands and independently counsels the business regarding local employment law and legislation changes.
- Leads client group or site engagement activities and audits to monitor org health and to engage with employees/associates.

WORKFORCE PLANNING & TALENT ACQUISITION
- Partners with Recruiting and Agencies to coach managers around recruiting process.
- Interprets hiring data and provides recommendations to recruiting and client leaders for sourcing strategies.
- Understands local market for staffing needs.
- Participates in interview loops and debriefs.
- Approves offers, transfers, and compensation exceptions in client org.
- Engages with managers to ensure launch plans are created, participates in launch plans as needed.
- Monitors vendor and 3rd party worker relationships for co-employment risk.
- Works closely with staffing and/or recruiting partners to maintain healthy candidate/staffing funnels.
- May manage vendor relationships, including facilities temp agencies, maintenance, drivers, and security.

TALENT MANAGEMENT & DEVELOPMENT
- Facilitates or assists multiple department or group level talent discussions.
- Drives identification and management of forward looking promotions for managers.
- Coaches and develops business, site(s) leadership on performance and talent management with the business teams.
- Identifies participants for programs, and manages internal communications related to training and development.
- Partners with leaders on talent development.

HR OPERATIONS
- Analyzes data and shares with leaders.
- Trains and/or consults with managers on employee life cycle issues.
- Utilizes Connections data and provides ideas and strategies for how to improve engagement and manager capability.
- Is able to speak to attendance, attrition, and staffing trends.
- Identifies gaps in policy and services, makes recommendations for system process improvement and may draft and maintain policies for site.
- Rolls out new policy changes/services and ensures business adoption and/or understanding of changes.
- May recommend exceptions to policies with input from senior leaders or HR management.