Jobs and Careers

HR Business Partner

Virginia Beach, United Statesfull_timeVerifiedPosted 12 Jun 2026

💰 $124,800/yr($83,900/yr – $124,800/yr)

About the role

Dorman was founded on the belief that people should have greater freedom to fix motor vehicles. For over 100 years, we have been driving new solutions, releasing tens of thousands of aftermarket replacement products engineered to save time and money, and increase convenience and reliability. Founded and headquartered in the United States, we are a pioneering global organization offering an always-evolving catalog of automotive, heavy-duty and specialty vehicle products. Today, we have more than 3,800 employees across 29 different locations, with a family of brands that also includes SuperATV and Dayton Parts. Teaching a revenue of $2.13 billion in 2025, Dorman is publicly traded under the stock ticker DORM.

Everyone who works at Dorman is called a Contributor. We need everyone, regardless of role and experience, to contribute to our success. That means everyone has a unique ability to make an impact on the business. We encourage all our Contributors to bring their authentic selves to work. The freedom to pursue new ideas, offer different perspectives, and grow in your career is fundamental to working at Dorman.

Job Summary

Dorman is seeking an HR Business Partner to serve as a consultant and coach to the team in our manufacturing facility in Virginia Beach. In this role, you will provide generalist support to managers and contributors for a wide range of areas including employee relations, performance management, rewards & recognition, HR analytics, HR compliance, and compensation. Addtionally, as an HRBP for Dorman, you will proactively address current and future needs of the workforce with an objective of increasing organizational capability, effectiveness and individual performance. As the sole HR representative at the Virginia Beach site, with oversight for our Reno, NV manufacturing location, you will partner closely with site leaders and their teams to support organizational goals and objectives. This is a great opportunity for an HR professional who enjoys being an army of one, who is curious about what makes a business run successfully, and who is eager to make an impact.

This role is fully onsite Monday through Friday.

Primary Duties

Provides HR policy guidance and interpretation for contributors and management.
Provides guidance, expertise and support to managers on performance counseling, organization restructuring, and workforce analysis.
Conducts research, analysis and reporting on market competitiveness and makes recommendations on best practices; Conducts job evaluations of new and revised positions.
Collaborates with other HR functional partners to execute human resources strategies and annual initiatives (Benefits, Talent Acquisition, Leadership Development) to meet business objectives and support future business growth.
Implement processes to allow for ongoing and continuous recognition of our employees with a focus on the Company’s strategic initiatives and values.
Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
Acts as a subject matter expert and maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Analyzes trends and metrics in partnership with leaders, and the HR Operations teams to develop improved solutions, programs and policies.
Acts as the HR point of contact for the organization’s ethics complaint process.

Qualifications

Ability to work with limited supervision and under pressure, meeting multiple and sometimes conflicting deadlines.
Ability to maintain confidentiality.
Must be confident and able to handle difficult situations independently.
Must be able to work with contributors at all levels of the organization.
Must be proactive in working with and guiding Sr. Management.
Understanding of compensation concepts, principles, and practices required; experience in leading or participating in the evaluation, design, development, and/or implementation of compensation programs preferred.
Strong knowledge of laws, rules, regulations, case law, principles, and practices related to employee conduct, performance, and dispute resolution.
Proficient in performance management concepts, principles, and practices related to planning, monitoring, rating, and rewarding employee performance.
Knowledge of HR concepts, principles, and practices related to employee benefit and workers compensation programs.