Senior Human Resources Business Partner - Houston, TX

CEVA Logistics provides global supply chain solutions to connect people, products, and providers all around the world. Present in 170+ countries and with more than 110,000 employees spread over 1,500 sites, we are proud to be a Top 5 global 3PL.

We believe that our employees are the key to our success. We want to engage and empower our diverse, global team to co-create value with our customers through our solutions in contract logistics and air, ocean, ground, and finished vehicle transport. That is why CEVA Logistics offers a dynamic and exceptional work environment that fosters personal growth, innovation, and continuous improvement.

At CEVA Logistics, we Rise in Motion.  Your career is always on the move, growing as fast and as far as your ambition takes you. Join a global team of nearly 200 nationalities, shaping the future of global trade, moving essential goods, forging new paths, and pushing boundaries to serve an ever-changing world. The pace is fast, the challenges are real, but the rewards are greater: growth, purpose, and the chance to make a meaningful impact. This is more than a job. It’s a journey on which you rise. 

 

Pay Range: $130,000 - $145,000

 

YOUR ROLE

 

The Senior HR Manager owns the people strategy and HR outcomes for an assigned Corporate Function. This role partners closely with corporate functions leadership and the HR Director to ensure workforce strategy enables performance, scalability, and long-term growth.

 

You will operate as a strategic advisor, with accountability for workforce planning, talent strategy, organizational effectiveness, and HR governance, serving as the escalation point for complex people matters.

 

WHAT ARE YOU GOING TO DO?

 

• Serve as a key advisor to business leaders, offering expertise on HR strategy, policy interpretation, workforce development, and employment law.

 

• Partner with Regional HR to ensure consistency and alignment with CEVA’s global HR framework and organizational priorities.

 

• Drive business performance by connecting people strategies to operational KPIs and outcomes.

 

Talent Management & Development

 

• Support the full talent lifecycle — from acquisition and onboarding to performance management and succession planning — to attract and retain top talent for a high-impact, high-performance environment.

 

• Launch and oversee talent processes, including annual performance reviews, goal setting, and people development programs, ensuring alignment and accountability.

 

• Coach leaders on performance, career development, and employee engagement strategies.

 

• Identify and address training needs and opportunities for leadership growth and skill enhancement.

 

 

Organizational Design & Workforce Planning

 

• Partner with leadership to design agile organizational structures that support the unique needs of large-scale event operations.

 

• Advise on new roles, replacement strategies, and job architecture to align talent with business evolution.

 

• Lead workforce planning initiatives, forecasting future talent requirements and developing action plans to ensure readiness for every phase of event operations.

 

HR Analytics & Reporting

 

• Track and analyze key HR metrics — including turnover, time-to-fill, and diversity indicators — to identify trends and deliver data-driven insights.

 

• Maintain the integrity and accuracy of all HR data, processes, and reports, driving informed business decisions.

 

• Continuously monitor workforce data to optimize performance and improve organizational health.

 

Compliance & Employee Relations

 

• Ensure adherence to labor laws, regulations, and company policies while fostering a fair, respectful, and inclusive workplace.

 

• Partner with Legal on complex employee relations matters to mitigate risks and ensure best-in-class HR governance.

 

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