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Job Description:

*Remote - expected travel once a month*

Summary
In this role, the strategic partner will work in tandem with the (Sr.) HR Manager, HRBP in delivering HR programs and solutions to support both short term and long term business goals for a Ryder division, vertical, region or function. This role will work in collaboration with their Sr. HR Manager to support Ryder's internal customers, HR Communities of Excellence (COE), Employee Services, Labor Relations, and other HR Business Partners by: partnering with Ryder's internal customers to create and implement innovative business strategies; being a true thought partner and proactively anticipating business cycles; fostering leadership success and being experts in change management; and, enabling smart decisions by leveraging business data, metrics and external market insights.

Essential Functions

• Demonstrates a working knowledge of the business and takes a consultative approach in anticipating, assessing, and providing creative HR solutions to business priorities
• Assists with implementing and administering HR programs and procedures (i.e. merit, succession planning, performance management, employee engagement, etc.) and their dissemination through various communications
• Provides consultation to Ryder’s internal customers on moderately complex HR processes, procedures, precedents and initiatives and integrating appropriate centers of excellence (COE) partners, as necessary
• Provides coaching and guidance on driving performance
• Assists with key talent processes including performance calibrations, talent review, succession planning, leadership development and talent assessment.
• Understands and presents ROI on strategies put into place on talent efforts and makes recommendations on needed changes. Runs and utilizes reports and talent dashboards that measure talent efforts and provide predictive analytics for future changes or decisions
• Works closely with a small base of internal customers to improve work relationships, build morale, increase productivity and retention
• Works with (Sr.) HR Manager in their focus of high potential talent, learning how to develop and ensure there is strong bench strength

Additional Responsibilities

• Participates in special projects as assigned
• Provides administrative support for management bench strength programs
• Focus on diversity and how to create a more inclusive culture
• Performs other duties as assigned.

Skills and Abilities

• Proven ability to build strong relationships
• Excellent consulting and conflict management skills
• Strong use of judgment to identify and anticipate client needs and make recommendations for implementation
• Ability to effectively interact with all organizational levels in a multicultural environment and build trusted relationships
• Excellent analytical skills and the ability to interpret data, identify trends and recommend multiple solutions
• Excellent interpersonal and communication skills
• Strong organizational, motivational, communication and problem solving skills
• Ability to manage multiple conflicting priorities
• Ability to function independently with minimal supervision
• Function in a matrixed, fast-paced environment
• Experience directly supporting clients (preferred)
• Project management experience (preferred)
• Workday experience beginner preferred
• Basic knowledge and application of federal and state employment laws beginner required

Qualifications

• Bachelor's degree required Human Resources, Business Administration or other related field or additional four (4) years of required experience
• Four (4) years or more Experience and exposure to HR areas such as organizational development, employee relations, talent acquisition, learning & development and compensation required
• Workday experience beginner preferred
• Basic knowledge and application of federal and state employment laws beginner required

Travel
25%

DOT Regulated
None

Job Category

General Human Resources

Compensation Information:

The compensation offered to a candidate may be influenced by a variety of factors, including the candidate’s relevant experience; education, including relevant degrees or certifications; work location; market data/ranges; internal equity; intern