Senior Human Resources Business Partner

Why Work for ODW?

ODW Logistics is a people-focused and customer-driven third-party logistics (3PL) provider committed to collective growth and helping every teammate reach their highest potential. Pillared on our four values -- Respect, Trust, Team, and Opportunity-- our people rise to challenges, innovate, and make an impact every day. We are dedicated to helping our teammates experience fulfillment through their strengths, ownership, innovative ideas, and meaningful contributions.

Who we are

Each HRBP on the Human Resources field team is committed to supporting all associates in their career at ODW Logistics. We are trusted thought partners to leaders across our vast DC network, team mates to our COEs, and innovators in providing support. We care passionately about creating and maintaining an inclusive and equitable environment for all team members to enjoy.

Position Summary

The Senior HRBP is responsible for providing strategic HR support to multiple (4-8) Distribution Centers located in the Columbus-area, effectively supporting varying levels of operations team members. This role will maintain an office in Lockbourne and show up both in person and virtually for the teams they support. The leader in this role will act as a connector for associates to our COEs and bring issues to a swift conclusion. They will forge lasting relationships, act as a champion for engagement, and model ODW’s values. The Senior HRBP will utilize people data to support an ethical and timely decision-making process.

Essential Responsibilities

• Provide strategic HR guidance to leadership, effectively aligning support with business objectives.
• Support the Operations management team via driving engagement initiatives within their DCs. Function in a counsel support role at various employee engagement committees.
• At the field level, drives the annual performance management and goal alignment process. Partner with Operations leadership to evaluate employee ratings and the preparation of data.
• Handle employee relations counseling, investigations, outplacement counseling, and exit interviewing.
• Partner to with General Managers to drive the Talent Management program and next-level readiness assessment of the leadership team at the OM/Supervisor/Lead level.
• Support the talent acquisition process; play in influential role in interviewing and selection for salaried team members at varying levels.
• Provide coaching to salaried staff (GMs, Oms, Supervisors, etc) as needed.
• Function as a key liaison between Talent Management/Project Management/Operations for new start-ups, providing updates at staffing meetings.
• Partner with other support roles (Quality, Safety, CI) and Operations leadership to Identify and drive process improvements.
• Drive semesterly People Review Day (PRD) meetings.
• Support various onboarding initiatives designed to deliver a rewarding experience for new associates.
• Promote the organizational values of Trust Team Opportunity and the operating philosophy of Safety Customers Operations People Execution (SCOPE).
• Continuously enhance/automate HR processes, finding efficiencies and leveraging new technology when possible.
• Administer various human resources plans and procedures for all company personnel; assists in the development and implementation of personnel policies and procedures; give input on employee handbook and policies and procedures manual.
• Maintain compliance with federal and state regulations concerning employment.
• Other duties as assigned by the HR Manager.

Qualifications

Education, Experience & Capabilities

• 6 - 10 years of HR Business Partner experience.
• Bachelor’s degree in Human Resources or related field. (Preferred)
• Previous experience in a 3PL or manufacturing environment and supporting a field Operations team is preferred.
• Considerable knowledge of the principles of human resource management; HR certification a plus. (SHRM-CP, PHR, etc.)
• Demonstrated ability to provide coaching and counseling to associates at all levels.
•  Independent, but also team oriented; history of eliminating silos and including others in initiatives/projects.
• Culture setter who views change as a positive; naturally hopeful outlook no matter the situation.
• Effective verbal, written, and interpersonal communication skills.
• Strength in analyzing and leveraging people data to support decision-making.
• Ability to maintain confidential information professionally.
• Strong presentation skills and the ability to present information in a clear and conc