Senior HR Business Partner - Union City | U.S. AutoForce

POSITION SUMMARY

The Senior HR Business Partner will serve as a multi-faceted experienced leader of the HR Operations team. The Senior HRBP will be responsible for leading with demonstrated foresight in strategic thinking, delivering insights and solutions to accomplish targeted business strategies and leadership development leveraging People Resource (PR) programming. This individual will partner with key business stakeholders on organization initiatives that contribute to the delivery of functional/business goals. Also responsible for sharing and supporting culture strategy, programming, and activities to ensure a meaningful work experience for all team members. This role will be responsible for directing and executing successful implementation of the People Resources programs creating value for the assigned divisions, including staffing, workforce planning, organization development, compensation and benefits, team member relations, and employment practices. The Senior HRBP will also be responsible for ensuring all company policies and procedures are in accordance with local, state, and federal laws and regulations.


This position will be located at our Union City, CA location with expectations to travel to support other local warehouses.

JOB RESPONSIBILITIES

• Willing to change the status quo; participates in business strategy development and execution to enable high-performance that delivers key results through engaged teams
• Advances Talent and Culture initiatives through consultation and relationship building, while ensuring alignment to functional and division-wide strategies
• Acts regularly as lead beyond assigned geographic territory, providing demonstrated initiative with experienced thought leadership and research on multiple people resources projects and strategies that positively influence team member experience and optimize People Resource partnerships within the business
• Provide consultative support to assigned business operations, developing and carrying out results driven HR strategies to accomplish division and business objectives
• Understand industry trends impacting business, compliance, and proactively working to provide thought leadership and results driven solutions to support, while leveraging internal and external professional networks to benchmark best business case solutions
• Provide leadership in the design, influence, and planning of complex technical and business-related matters through demonstrated prior experience, including but not limited to HR policies and programs, acquisitions, employee relations, safety, change management, training, and navigating existing and new labor laws
• Support HR programming within for recruitment, performance management and team member development
• Partner with leaders to drive talent strategies, business focused plans and organizational capabilities for designated areas.
• Provide proactive business insight through data analytics, research and benchmarking to inform and recommend solutions to enable business growth; workforce planning, use analytics to share trends with business leaders and act on strategies with impact to the bottom line (i.e. move from turnover tracking to predicting flight risks)
• Counsel team members and managers on conflict and problem resolution
• Analyze change, assess risk, report and provide support for workers compensation, unemployment compensation, wage and hour inquiries, OSHA, DOT, FMLA, USERRA and related employment law compliance
• Provide information to team members regarding corporate benefit programs, payroll inquiries and career development opportunities
• Review and analyze changes to state and federal laws pertaining to team member relations, and report necessary or suggested changes to management
• Coordinate and manage investigations related to harassment, discrimination, workplace violence, theft, etc., acting as lead investigator
• Assist leadership in assuring a safe and compliant work environment
• Provide communication and guidance on loss prevention/risk management issues
• Participate in mergers, acquisitions, integration and other division-wide growth initiatives as needed
• Provide support to Senior HR Leadership through active participation in strategic planning, aid in development of the HR team, and proactively takes on stretch assignments
• Actively guide and mentor HR Business Partners by providing support on projects and work assignments.  Take an active role as a leader on the HR Business Partner team. 
• Support strategies to address labor organizing activities. Provide guidance and support to management on responding to union organizing efforts and NLRA compliance.  
• Live our values of High Performance, Caring Relationships, Strategic Foresight, and Entrepreneurial Spirit
• Supp