HR Corporate Manager (HRBP)

As a true “business partner” to the FleetPride organization, the HR Corporate Manager (HR Business Partner) is responsible for delivering results through influence, strategic guidance, and proactive management of employee relations and human capital initiatives.  This role focuses on building a high-performing workforce, advising leaders on employee relations, and partnering with management to align human resources strategies with organizational goals.  The HR Corporate Manager drives talent acquisition, retention and development strategies to ensure a strong pipeline capable of delivering on operational plans and long-term business objectives.  This role also ensures compliance with all regulatory, legal, and company standards within the assigned corporate footprint. 

DUTIES & RESPONSIBILITIES

• Consult with employees and managers to identify employee relations trends and root causes of work-related issues, applying a consistent, systematic approach to resolution.
• Conduct investigations into misconduct or policy violations and recommend appropriate follow-up actions.
• Provide strategic and operational HR leadership, offering creative solutions for business situations, organizational restructuring, recruiting, and workforce planning. Focus on aligning and driving behaviors consistent with overall organizational strategy.
• Serve as a strategic HR Business Partner, linking the HR agenda to business plans to drive organizational results.
• Drive HR operational excellence by facilitating achievement of business unit performance objectives, promoting positive employee relations, building managerial competencies, and increasing cultural competence.
• Improve organizational effectiveness through consultation on change management, leadership development, organizational design, communication, and employee engagement.
• Monitor compliance and mitigate risk related to company policies and location-specific employment laws and regulations.
• Ensure consistent application of HR programs, policies, and practices across assigned geographies.
• Support benefit and compensation programs, including structural initiatives and analysis.
• Establish performance measures, review performance appraisals, formulate development goals aligned with organizational priorities, identify opportunities for employees to leverage strengths, and create/follow through on Performance Improvement Plans (PIPs).
• Train managers on HR topics including recruitment, harassment prevention, company policies, people management, and leadership development.
• Provide hands-on support to employees and managers to enhance understanding and effective use of HR tools, processes, and policies, maximizing organizational performance and compliance.
• Collaborate with managers on recruitment and selection to support talent pipeline forecasting and planning.
• Advise and partner with managers on staffing decisions, including hiring, promotion, demotion, and terminations.
• Create, disseminate, and analyze HR reports to provide actionable insights and add value to business operations.
• Deliver innovative HR solutions with a focus on driving business success and meeting organizational objectives.
• Participate in assigned programs or special projects as needed.

EDUCATION & TRAINING

• Bachelor’s Degree or High School diploma (or equivalent) with an additional three (3) years of experience in related capacity

KNOWLEDGE & EXPERIENCE

• Minimum of 5 years of HR Business Partner related experience, including 3-5 years of exempt-level HR Generalist experience (preferred).
• Experience in a multi-site organization (preferred).
• Strong ability to identify, diagnose and resolve employee issues that impact business performance.
• Knowledge of employment laws and regulations, including but not limited to FLSA, FMLA, ADA, EEO, HIPAA, and OSHA.
• Ability to work independently under tight timelines, managing multiple priorities in a fast-paced environment.
• Competence in partnering on HR functional areas such as performance management, compensation, benefits, training and recruiting to drive business results.
• Demonstrated ability to work effectively in a highly collaborative and interdependent HR organization

SKILLS & ABILITIES

• Intermediate to advanced proficiency with Microsoft Word, Excel and PowerPoint, familiarity with Workday a plus.
• Valid drivers’ license with clean driving record
• Active listening and effective verbal and written communication skills.
• Time management and ability to prioritize multiple initiatives efficiently.
• Reading comprehension and ability to understand complex policies and documentation.
• Critical thinking and problem-solving to identify solutions and advise managers.
• Leadership and influence skills to guide individuals and teams toward organizational objectives.
• Awareness of others’ perspectives and the ability to navigate sensitive employee relations situations.
• Creativity and originality in developing HR solutions and strategies.

WORKING CONDITIONS

WORK ENVIRONMENT

  The primary environment is characterized by ambient room temperatures, lighting and traditional office equipment found in a typical office environment.

HOURS / SHIFTS

Standard work schedule: Monday through Friday, 8 hours per day.

Typical hours: 8:00 am – 5 pm (may vary based on business needs).

Occasional extended hours may be required to meet deadlines, attend meetings, or support business operations.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Reaching above shoulder heights, below the waist or lifting as required to file documents or store materials throughout the workday.
• Occasional lifting of items up to 25 pounds (files, computer printouts on occasion).

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.