Senior Director HR Business Partner

Grand Prairie, TX, United States

Position Summary: The Senior Human Resources Business Partner will serve as a trusted advisor to senior warehouse and operations leadership and business stakeholders, providing strategic HR guidance and support to drive organizational effectiveness and associate engagement. This role will design and implement the talent agenda including organizational design, talent assessment, succession planning, change management, and other talent related initiatives for the assigned client in alignment with business and HR strategies. This role will also be responsible for bringing together data, insights and perspectives that will shape the direction of talent related business decisions and programs. The Senior Human Resources Business Partner will be responsible for the development and leadership of a team of HR advisors and coordinators.

Primary Accountabilities:

Build trusted, strategic and collaborative relationships with senior warehouse and operations leaders.

Partner with senior operations leaders to build people strategies and workforce plans and support their implementation.

Proactively utilize data analytics to identify strengths and opportunities and co-create plans to positively impact talent engagement, development, and retention.

Act as an advisor and thought partner, providing guidance and direction on people and organizational issues.

Lead and support the design, development, prioritization, and execution of people strategies through identification of relevant HR solutions with a high-level of independence, leveraging centralized HR functions (COEs) as appropriate.

Partner and collaborate with HR COEs to proactively influence the development, evolution, refinement, and implementation of aligned HR solutions.

Conduct proactive outreach efforts aligned with the people strategy and/or related workforce engagement strategies addressing the work environment.

Partner with senior warehouse and operations leadership and business stakeholders to understand organizational goals and challenges, providing strategic HR insights and solutions to drive business success.

Serve as a trusted advisor to leaders on all HR-related matters, including talent management, organizational design, senior level employee relations, performance management, and workforce planning.

Provide guidance and coaching to senior leaders, fostering a culture of open communication, trust, and accountability.

Lead and/or support HR projects and initiatives, such as employee engagement surveys, diversity and inclusion programs, leadership development initiatives, and change management efforts.

Analyze HR metrics and data to identify trends, insights, and opportunities for continuous improvement, partnering with business leaders and HR COEs to develop and implement action plans.

Partner with the talent acquisition team to support recruitment efforts for key leadership positions, including participating in interviews and providing input on candidate selection.

Manage and resolve senior level, complex associate relations issues.

Required Qualifications:

Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree or HR certification (e.g., SHRM-SCP, SPHR) preferred.

10-15 years' related experience with at least 8 years building and leading strong, collaborative teams

Proven experience in coaching, developing and influencing leadership teams with a strong balance of Emotional Intelligence and business acumen

Comfort with high ambiguity and ability to adapt to frequent change and growth

Strong problem-solving and decision-making skills, with the ability to analyze data, identify trends, and develop actionable insights and recommendations

Ability to exercise sound and efficient judgment when managing complex decisions

Excellent communication and interpersonal skills, with the ability to build trusted relationships with stakeholders at all levels of the organization.

Ability to work with a very high level of confidentiality and discretion

Strategic mindset and ability to effectively lead the implementation of initiatives across functional global teams through periods of sustained business growth

Strong understanding of HR principles, practices, and employment laws, with the ability to translate business needs into strategic HR initiatives.

Individual Competencies:

Integrity: Gains the trust of others by taking responsibility for own actions and telling the truth.

Authenticity: Builds legitimacy by being positive, trustworthy, and promoting openness through honest and ethical relationships.

Conflict Management: Encourages healthy and productive conflict to produce the best possible solution while managing and resolving unhealthy conflicts and disagreements in a constructive manner.

Building Collaborative Teams: Builds productive and cooperative relationships to facilitate team effectiveness through the understanding and utilization of individual strengths, behaviors, and personalities to achieve team goals and organizational success.

Inclusivity: Actively seeks to include and engage everyone regardless of backgrounds, cultures, or demographics to leverage the wealth of knowledge, insights and perspectives of a diverse workplace to spark creativity and propel innovation in an open and trusting environment.

Teamwork: Builds relationships and works cooperatively with others, inside and outside the organization, to accomplish objectives to build and maintain mutually-beneficial partnerships, leverage information and achieve results.

Innovative: Ability to develop, sponsor, or support the introduction of new and improved methods, products, procedures or technologies.

Urgency: Transfers mission to action by acting clearly and decisively to analyze and implement solutions regardless of pressure or uncertainty and maintains a sense of urgency to complete tasks, accomplish goals, and act in ambiguous and complex situations.

Influence: Persuades or convinces others to support an idea, agenda, or direction through establishing credibility, using data and facts for support, directly addressing a person's concerns or issues, and making connections while wielding power and authority in an effective and fair manner.

Business Acumen: Understands and is aware of how to think about and successfully make the right business decisions through the utilization of industry-specific knowledge and skills and strategic thinking tools and skills.

Influential Communication: Fosters open communication, speaks truthfully and with one voice through clear and consistent messages, listens to others and values all opinions while acting in a respectful manner to influence an outcome, impact, or effect, and responds appropriately to concerns of others.

Judgment: The ability to combine personal qualities with relevant knowledge and experience to form opinions and make decisions. It is what enables a sound choice in the absence of clear-cut, relevant data or an obvious path. It is the exercise of critical thinking, analysis and assessment of implications, identification of patterns, making connections of underlying issues, and the ownership of the outcome.

Empathy: A deep appreciation for another's situation and point of view, a respectful understanding of what others are experiencing and the ability to sense others' feelings and how they see things.

We are an Equal Opportunity Employer, including disability/vets.

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