Sr. Human Resources Business Partner

Overview

Job Title: Senior HR Business Partner                                

Reports to:  Chief People Officer                                                                                                      

Classification: Salaried, exempt                                            

 

Why This Role Matters

The SR. HR Business Partner ensures a safe, high‑performance environment for teams who serve customers every day. By combining frontline credibility with strategic partnership, this role is central to sustaining our employer‑of‑choice culture, advancing leader capability, and improving business results.

 

 What You’ll Do

The Senior HR Business Partner serves as a strategic advisor to leaders across Sales, Distribution, Transportation, and Customer Service, aligning people strategies to business goals in a fast-paced, operations-heavy environment. This position is the primary HR point of contact for approximately 200 team members across western & central New York, Pennsylvania, and Ohio. As an active member of the Human Resources Team, performs a range of duties as needed to maintain high levels of service to our team members onsite and in the field. 

 

This role blends high-touch employee relations with data‑informed decision making, workforce planning, and continuous improvement. The Senior HRBP champions an employer‑of‑choice culture, supports team member safety and well-being, and ensures compliant, consistent application of policies and regulatory requirements—including DOT and OSHA—for a diverse, largely field-based workforce.

• Serve as the primary HR partner and employee relations resource for assigned operations teams
• Advise and coach leaders on performance management, investigations, and people decisions
• Support recruiting, onboarding, training, and leader development
• Play a key role in safety, OSHA reporting, workers’ compensation, and DOT compliance
• Ensure consistent, compliant application of HR policies and employment practices
• Leverage HR systems and tools to improve efficiency and team member experience

 

What You Bring

• 7+ years of progressive HR Generalist or HR Business Partner experience
• Strong background in employee relations and front‑line leader support
• Experience in transportation, distribution, manufacturing, or similar operational environments
• Knowledge of federal and state employment laws; DOT experience strongly preferred
• Proficiency with Microsoft 365 and HR systems (ADP, iCIMS a plus)
• Confident communicator who builds trust and balances business needs with employee advocacy

 

Why Perry's Ice Cream

      You’ll be part of a team where your work makes a difference. We offer a supportive environment, opportunities for growth, and a chance to be part of a company that values quality, integrity, and community.

 

Base salary range $85,000-$110,000 commensurate with relevant skills and experience

 

 Perry's Ice Cream is an Equal Opportunity Employer and maintains a drug-free workplace.

 

 

Full Job Description

 

POSITION SUMMARY

The Senior HR Business Partner serves as a strategic advisor to leaders across Sales, Distribution, Transportation, and Customer Service, aligning people strategies to business goals in a fast-paced, operations-heavy environment. This position is the primary HR point of contact for approximately 200 team members across western & central New York, Pennsylvania, and Ohio. As an active member of the Human Resources Team, performs a range of duties as needed to maintain high levels of service to our team members onsite and in the field. 

 

This role blends high-touch employee relations with data‑informed decision making, workforce planning, and continuous improvement. The Senior HRBP champions an employer‑of‑choice culture, supports team member safety and well-being, and ensures compliant, consistent application of policies and regulatory requirements—including DOT and OSHA—for a diverse, largely field-based workforce.

 

ESSENTIAL DUTIES include, but are not limited to:

Strategic HR Partnership & Organizational Effectiveness

• Advise leaders on organizational design, workforce planning, succession, and change management to drive operational performance and team member engagement.
• Translate business priorities into measurable people plans; track outcomes using HR metrics (e.g., turno