Sr. HR Business Partner - Supply Chain Operations - Seattle, WA (Hybrid)

Job Description

The Supply Chain (SC) HR organization has an opening for a Senior HR Business Partner role. This role will be responsible for coaching and consulting with Supply Chain leaders in the Transportation, Systems and Engineering, and Operations Support, to support their business strategies by focusing on employee performance, talent management, organizational effectiveness, and culture & inclusion. This role will directly support the SVP of Transportation and several VP and Director level roles in our Operations Support team.  Additionally, this role will support various program management responsibilities, including implementing and managing HR programs and initiatives that span multiple businesses and drive operational excellence across the broader organization. You will collaborate with cross-functional teams to ensure these programs align with our strategic goals and deliver measurable results.

The ideal candidate will serve as the right-hand partner to the Sr. HR Director and will be able to recommend business rhythms and routines and ways of working that aren’t already established. 

A day in the life… 

• Partner closely with the Sr. HR Director and business leaders to identify people priorities for the organization and client groups. Serve as a trusted advisor to effectively drive HR strategies that support business objectives for assigned client groups.

• Support multiple business leaders in a matrixed organization as both a tactical and strategic partner, proactively engaging to influence and drive business goals and objectives that enhance organizational performance.

• Lead the development, execution, and/or maintenance of specific HR programs and initiatives (e.g., Performance & Pay, HR Scorecard) that impact Supply Chain Operations.

• Collaborate with the Sr. HR Director, HRD’s, HRBP’s, and other relevant individuals to identify solutions to business challenges, ensuring alignment with overall business strategies.

• Utilize external and internal insights, data, and trends to identify and address key people and business issues. Provide data-driven recommendations to leadership for informed decision-making.

• Execute talent management activities and workforce planning initiatives to maintain a strong and diverse pipeline of talent within the organization.

• Act as a thought partner to business leaders on organizational design and building organizational capabilities that support growth and efficiency. Design and create organizational structures that transform and evolve those clients you support.

• Provide leadership coaching and support team effectiveness efforts with assigned client groups to enhance leadership capabilities and team performance.

• Collaborate closely with HRD’s and HR Business Partners in our Fulfillment and Distribution Centers on matters related to performance management and employee relations.

• Support change management initiatives and drive employee engagement efforts to foster a positive and productive work environment.

• Build strong relationships with employees and business leaders across the organization, demonstrating a commitment to teamwork through relationship-building and collaboration.

• Navigate and drive multiple HR priorities in a fast-paced, complex, and matrixed business environment.

You own this if you have:

• 7+ years of directly applicable HR experience, partnering with business leaders to drive strategic and effective people outcomes.

• 2+ years of experience in talent management and program/project management preferred

• Experience supporting a Supply Chain business is a plus.

• Proven ability to consult effectively with business teams and leaders.

• Strong business and people acumen, with the ability to influence at all levels.

• Ability to partner across multiple HR teams to deliver effective solutions.

• Experience leading change management efforts for organizations undergoing large-scale transformation.

• Demonstrated experience partnering with business leaders on effective organizational design.

• Strong analytical and data interpretation skills, with the ability to apply quantitative analysis to HR data and synthesize it into compelling narratives to influence leadership decision-making.

• A bachelor's degree in a related