Human Resource Business Partner

Job DetailsJob Location: IDAHO FALLS, ID 83401Position Type: Full TimeHR Business Partner and Recruiter

Strategic field HR leadership for a growing, multi-division enterprise

Position Summary

The HR Business Partner (HRBP) serves as a strategic people partner to assigned division and location leaders. The role translates business priorities into practical workforce, talent, performance, employee-relations, and organizational solutions while ensuring consistent application of enterprise HR standards. The HRBP supports a geographically distributed, hourly workforce and balances hands-on field partnership with data-driven planning and risk management.

Another important part of this role will be acting in the capacity of a recruiter.  Good recruiting helps support position management, performance management, strengthens culture and achieving company objectives.  The HRBP will partner with the CHRO and business leaders to create, implement, and execute recruiting strategies and best practices. 

Human Resources is a Shared Service within Speedy CPS.  HR supports a variety of business locations and types of business and plays a major role in business success.  HR is expected to understand how the business works, willing to help support, improve and be part of multi-department teams to help the business reach its goals.  HR has the opportunity to play a valuable strategic business role in a fast growing organization.  Growth and development is a major focus in the organization and HR has the opportunity to be part of business processes and teams

Organization Core Values

Humanity – People, Respect, Teamwork, Community, Kindness

Excellence – Quality Work, Integrity, Responsibility, Accountability, Exceptional

Curiosity – Learning, Listen, Knowledge, Creativity, Problem-Solving, Challenge Assumptions

Scrappy – Self-starter, Committed, Enthusiastic, Initiative, Hard-Working
QualificationsKey Outcomes

Leaders have credible workforce plans, succession coverage, and the management capability required to achieve growth objectives.
Employee-relations matters are addressed promptly, fairly, consistently, and with sound documentation.
Turnover, vacancies, attendance, overtime, engagement, safety, and talent risks are visible and acted upon.
Enterprise people programs are implemented effectively across assigned locations without unnecessary local variation.
New locations and organizational changes meet staffing, onboarding, training, and compliance readiness requirements.

Essential Responsibilities — Business Partnership and Workforce Planning

Build strong working relationships with division executives, regional leaders, location managers, and frontline supervisors.
Translate operating plans, growth forecasts, and labor requirements into workforce plans by location, shift, and critical role.
Be a subject matter expert related to talent acquisiting/recruiting
Advise leaders on organization design, spans of control, position requirements, staffing models, and management capacity.
Identify workforce risks and recommend practical actions related to retention, productivity, scheduling, structure, and talent supply.
Participate in annual budgeting, headcount planning, labor reviews, new-location planning, and organizational change initiatives.
Use HR and operating data to diagnose patterns and hold leaders accountable for agreed people actions.

Essential Responsibilities — Employee Relations and Compliance

Serve as the lead HR advisor for employee complaints, performance concerns, conduct issues, attendance matters, and workplace conflict.
Conduct or oversee timely, impartial investigations involving harassment, discrimination, retaliation, safety, ethics, or policy concerns.
Coach leaders through corrective action, performance improvement, accommodation, leave, and separation decisions.
Review higher-risk employment actions for consistency, documentation quality, policy alignment, and legal risk; engage senior HR or counsel when appropriate.
Monitor employment practices across Idaho, Utah, Wyoming, and Montana and partner with People Operations to implement required changes.
Maintain accurate employee-relations case records and analyze recurring issues by leader, location, and division.

Essential Responsibilities — Talent and Organizational Effectiveness

Partner with Talent Acquisition on hiring forecasts, critical openings, selection quality, and management bench needs.
Facilitate talent reviews, succession planning, performance calibration, and development planning for key roles.
Coach leaders on goal setting, feedback, performance reviews, career development, and retention of critical employees.
Support leadership-development programs and reinforce manager accountability for team climate, turnover, safety, and internal advancement.
Lead people aspects of new-location openings, restructures, integrations, and other business changes.
Gather employee feedback t