HR Business Partner, Road US

DSV - Global transport and logistics
In 1976, ten independent hauliers joined forces and founded DSV in Denmark. Since then, DSV has evolved to become the world's 3rd largest supplier of global solutions within transport and logistics. Today, we add value to our customers' entire supply chain by transporting, storing, packaging, re-packaging, processing and clearing all types of goods. We work every day from our many offices in more than 80 countries to ensure a steady supply of goods to production lines, outlets, stores and consumers all over the world. Our reach is global yet our presence is local and close to our customers.  Read more at www.dsv.com 

Location: Lancaster, TX 

Division: Road US 
Job Posting Title: HR Business Partner, Road US 
Time Type: Full Time, Salaried (Exempt)

Summary
At DSV, the HR Business Partner position plays a critical role in managing the entire employee lifecycle, from onboarding to offboarding, to ensure a seamless and positive employment experience. The HRBP serves as a key advisor and resource to both employees and management, supporting areas such as employee relations, engagement, retention, talent and performance management, compliance, and talent acquisition. This role requires a strong background in employee relations, talent management, and performance management, with an emphasis on promoting a high-performance culture and fostering a positive work environment.

Duties and Responsibilities

• Oversees the entire employee lifecycle from onboarding to offboarding, ensuring a seamless employment experience at each stage including but not limited to:
  • Talent Management: Lead talent assessment and development initiatives, identify high-potential employees, and work with managers on succession planning and career paths.  Act as a thought partner in organizational design and talent development initiatives, ensuring the right talent is in place for key roles.
  • Performance Management: Provide support and training to managers on best practices for managing and assessing performance, holding feedback discussions, and addressing performance issues constructively and effectively.
  • Employee Engagement and Retention: Lead initiatives to foster a positive employee experience, supporting efforts to improve engagement, retention, and overall workplace satisfaction.
  • Employee Relations:  Serve as a primary point of contact for employee relations issues, conducting investigations as needed and offering guidance to managers on handling conflict resolution, disciplinary actions, and employee concerns in alignment with company policies and best practices.
  • Compliance: Support in reviewing, interpreting, administering, and ensuring compliance with federal, state, and local employment laws, and company policies and procedures.
  • Recruiting: Manage the full-cycle recruitment process, including sourcing, interviewing, and onboarding new talent. Partner with hiring managers to understand staffing needs and create a positive candidate experience while ensuring diverse, high-quality hires.
• Actively participates in cross-functional HR projects, contributing expertise and insights to enhance project outcomes. Collaborates with HR team members and key stakeholders to design, implement, and improve HR initiatives, ensuring alignment with organizational goals.
• Leverages HR tools and resources to coach managers on performance, development, conflict resolution, team dynamics, and more. Stays updated on new tools, recommending them to strengthen leadership and support a positive, high-performance culture.
• Supports the design, implementation, interpretation, and administration of employee programs, projects, tasks, and initiatives that align with company goals and objectives. Responsibilities include, but are not limited to, Equal Employment Opportunity, Affirmative Action compliance, DE&I, administering compensation, recognition, training programs, and other key HR initiatives.
• Engages in project planning, execution, and evaluation, bringing innovative ideas and solutions to drive project success and support HR best practices across the organization.
• Acts as a proactive strategic advisor to align HR programs with business goals, ensuring effective communication, smooth execution, and maximum impact. Collaborates closely with business leaders to implement key HR initiatives, including wellness programs, merit and compensation reviews, talent and succession planning, open enrollment, and other yearly and/or key HR activities. 
• Collaborates with other HR functions and stakeholders to improve processes, resolve data-related issues, and support data-driven decision-making across the organization.