Senior Human Resources Business Partner

Position Summary

The Senior HR Business Partner (Director) is a strategic leadership role responsible for aligning human resources strategies with business priorities in the liquid and plastics transportation sectors. This role partners closely with executive leaders across terminal operations, safety, recruiting, and commercial teams to drive organizational effectiveness, workforce planning, and people development strategies tailored to the specialized nature of bulk transportation. The ideal candidate brings deep HR business partnering experience within logistics or transportation environments, with a strong understanding of the operational dynamics, safety-sensitive roles, and labor challenges unique to liquid and plastics fleets.

Summary of Essential Job Functions

Strategic HR Business Partnership

• Serve as a trusted HR advisor to senior operations and divisional leaders across liquid chemical and plastics transportation divisions.
• Align HR strategies and initiatives with the operational goals of the fleet, ensuring talent plans support driver availability, agent      network growth, and safety standards.
• Utilize workforce data and operational KPIs (e.g., turnover, absenteeism, time-to-fill) to drive continuous improvement and data-backed decision-making.

Talent Acquisition & Workforce Planning

• Partner with driver recruiting teams to develop specialized strategies for drivers, independent contractors, and terminal staff within the plastics and chemical hauling divisions.
• Monitor and report on non-driver hiring metrics, turnover, and capacity readiness to ensure operations remain scalable and compliant.

Employee Relations & Workplace Culture

• Provide strategic and tactical guidance on employee relations issues, particularly in safety-sensitive environments, including      investigations and policy adherence.
• Champion a high-performance and safety-driven culture across terminals and support functions.
• Ensure compliance with employment law, DOT regulations, and HR best practices in all workforce actions.

Performance Management & Coaching

• Guide leaders in establishing clear expectations, performance standards, and continuous feedback loops across field and corporate teams.
• Support corrective action processes in coordination with Safety and Compliance to ensure fair and effective resolution of issues.
• Coach terminal managers and front-line supervisors to lead with accountability and consistency.

Talent Management & Leadership Development

• Lead succession planning efforts for critical operations roles, including terminal leadership and dispatch/safety personnel.
• Support the development of training and onboarding programs tailored to the unique compliance and operational requirements of bulk transportation.
• Partner with Learning & Development to identify leadership readiness and skill gaps within the field management pipeline.

Required Skills and Qualifications

• 10+ years of progressive HR experience, including significant time in logistics, trucking, or bulk transportation environments.
• Bachelor’s degree in business administration or related field.
• Deep understanding of the operational realities and workforce needs in transportation companies (e.g., compliance, driver recruiting, terminal operations).
• Strong knowledge of employment laws, DOT/FMCSA regulations, and HR policy application.
• Proven success in workforce planning, recruiting strategy, and performance management in safety-sensitive environments.
• Exceptional communication, coaching, and influencing skills with experience supporting field-based leaders.
• Proficiency in using workforce data, HRIS, and ATS platforms to inform business decisions.

Preferred Qualifications

• Experience working in bulk liquid or plastics transportation companies or specialized logistics providers.
• Advanced degree (MBA or Master’s in HR, Industrial/Organizational Psychology, or related field).
• SPHR or SHRM-SCP certification.
• Experience supporting geographically distributed or multi-terminal operations.
• Background in organizational design, change management, and frontline leadership development.

Disclaimer

The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All personnel may be required to perform duties outside of their normal responsibilities from time to time, as needed.