FTTDC - Ohio Logistics
Human Resource Business Partner
Position Summary:
The HR Business Partner (HRBP) serves as a strategic partner to the organization, supporting the Director of HR in leading and executing key human resources initiatives. This role will oversee a team responsible for payroll and benefits administration, recruitment, and HR projects/process improvement. The HRBP will drive alignment between business objectives and HR practices, ensuring a positive employee experience, regulatory compliance, and efficient HR operations.
Primary Responsibilities:
Strategic HR Partnership Collaborate with the Director of HR and organizational leaders to design and implement HR strategies that support business goals. Advise managers and employees on HR policies, performance management, and employee relations. Serve as the support for the Director while taking ownership of key projects-organizing and facilitating, managing, scheduling, and coordinating materials and communications." HRIS Management
Serve as the organization's HRIS system super user, configuring, maintaining, and optimizing the system for HR operations and analytics. Lead HRIS upgrades, enhancements, testing, and training. Ensure data integrity through audits, reporting, and process improvements. Team Leadership
Directly manage and develop the Payroll & Benefits, Recruiting, and HR Projects & Process team members. Provide coaching, mentorship, and performance management to ensure team success. Recruitment & Talent Acquisition
Oversee recruitment strategies to attract, hire, and retain top talent. Ensure a positive candidate experience and timely fulfillment of hiring needs. Payroll & Benefits Administration
Supervise payroll and benefits processes to ensure compliance, accuracy, and timely execution. Evaluate benefit programs and recommend changes to remain competitive and cost-effective. HR Projects & Process Improvement
Guide and direct key HR initiatives and process improvement efforts to streamline operations and enhance employee experience. Analyze HR metrics and prepare reports to support data-driven decision-making. Training & Leadership Development
Coordinate company-wide employee training programs, including onboarding, compliance training, and skills development. Design, implement, and promote leadership upskilling initiatives to prepare high-potential employees for future leadership roles. Compliance & Employee Relations
Ensure compliance with federal, state, and local employment laws and company policies. Handle employee relations issues, investigations, and conflict resolution, ensuring fair and consistent practices. Qualifications:
Bachelor's degree in Human Resources, Business Administration, or a related field required; Master's degree and/or HR certification (PHR/SPHR/SHRM-CP/SCP) preferred. 5+ years of progressive HR experience, including prior HR leadership or business partner responsibilities. Demonstrated experience managing and developing teams. Strong knowledge of employment laws, HR best practices, and HR systems. Excellent communication, interpersonal, and problem-solving skills. Ability to work effectively in a fast-paced, changing environment. Skills and Competencies:
Strategic thinking with a hands-on approach. Ability to build strong relationships at all levels of the organization. Analytical mindset with attention to detail. Strong project management skills. High integrity and professionalism.
EEO STATEMENT
Findlay Tall Timbers Distribution Center provides equal employment opportunity to all employees and applicants, without regard to race, color, religion, sex, age, national origin, citizenship status, disability, veteran status, genetic information or any other legally protected category.
Position Summary:
The HR Business Partner (HRBP) serves as a strategic partner to the organization, supporting the Director of HR in leading and executing key human resources initiatives. This role will oversee a team responsible for payroll and benefits administration, recruitment, and HR projects/process improvement. The HRBP will drive alignment between business objectives and HR practices, ensuring a positive employee experience, regulatory compliance, and efficient HR operations.
Primary Responsibilities:
Strategic HR Partnership Collaborate with the Director of HR and organizational leaders to design and implement HR strategies that support business goals. Advise managers and employees on HR policies, performance management, and employee relations. Serve as the support for the Director while taking ownership of key projects-organizing and facilitating, managing, scheduling, and coordinating materials and communications." HRIS Management
Serve as the organization's HRIS system super user, configuring, maintaining, and optimizing the system for HR operations and analytics. Lead HRIS upgrades, enhancements, testing, and training. Ensure data integrity through audits, reporting, and process improvements. Team Leadership
Directly manage and develop the Payroll & Benefits, Recruiting, and HR Projects & Process team members. Provide coaching, mentorship, and performance management to ensure team success. Recruitment & Talent Acquisition
Oversee recruitment strategies to attract, hire, and retain top talent. Ensure a positive candidate experience and timely fulfillment of hiring needs. Payroll & Benefits Administration
Supervise payroll and benefits processes to ensure compliance, accuracy, and timely execution. Evaluate benefit programs and recommend changes to remain competitive and cost-effective. HR Projects & Process Improvement
Guide and direct key HR initiatives and process improvement efforts to streamline operations and enhance employee experience. Analyze HR metrics and prepare reports to support data-driven decision-making. Training & Leadership Development
Coordinate company-wide employee training programs, including onboarding, compliance training, and skills development. Design, implement, and promote leadership upskilling initiatives to prepare high-potential employees for future leadership roles. Compliance & Employee Relations
Ensure compliance with federal, state, and local employment laws and company policies. Handle employee relations issues, investigations, and conflict resolution, ensuring fair and consistent practices. Qualifications:
Bachelor's degree in Human Resources, Business Administration, or a related field required; Master's degree and/or HR certification (PHR/SPHR/SHRM-CP/SCP) preferred. 5+ years of progressive HR experience, including prior HR leadership or business partner responsibilities. Demonstrated experience managing and developing teams. Strong knowledge of employment laws, HR best practices, and HR systems. Excellent communication, interpersonal, and problem-solving skills. Ability to work effectively in a fast-paced, changing environment. Skills and Competencies:
Strategic thinking with a hands-on approach. Ability to build strong relationships at all levels of the organization. Analytical mindset with attention to detail. Strong project management skills. High integrity and professionalism.
EEO STATEMENT
Findlay Tall Timbers Distribution Center provides equal employment opportunity to all employees and applicants, without regard to race, color, religion, sex, age, national origin, citizenship status, disability, veteran status, genetic information or any other legally protected category.