Human Resources Business Partner

Human Resources Business Partner
The Human Resources Business Partner (HRBP) will serve as a strategic partner to the leadership team and lead the day to day functions of the HR department, including employee relations, talent acquisition, compensation and benefits, learning and development, compliance, and policy administration. The HRBP will own and drive the recruitment function across the organization, partnering with operating leaders to build a strong, sustainable talent pipeline. The HRBP will not directly process payroll but will provide oversight of the payroll process and own compensation and benefits strategy and administration.

Duties and Responsibilities:
Talent Acquisition and Recruitment

• Owns and drives the full cycle recruitment function across all business units and entities including sourcing, screening, interviewing, offer negotiation, and onboarding for hourly, technical, professional, and management roles.
• Builds and executes a proactive sourcing strategy, including direct outreach, employee referrals, trade school and community college partnerships, military and veteran pipelines, social media and job board management, and attendance at job fairs and industry events.
• Develops and tracks recruitment metrics (time to fill, cost per hire, source of hire, offer acceptance rate, retention of new hires) and reports results to the leadership team on a regular cadence.
• Partners with hiring managers to define role requirements, develop accurate job descriptions, calibrate on candidate profiles, and structure interview processes that drive better hires.
• Builds and maintains a candidate pipeline for high turnover and hard to fill positions (drivers, technicians, dispatchers) so the company can hire ahead of need rather than reactively.
• Develops and strengthens the employer brand and candidate experience to differentiate the company in a competitive labor market.

HR Business Partnership and Employee Relations

• Partners with the executive team and operating leaders to understand and execute the organization’s human resources and talent strategy, particularly as it relates to current and future workforce needs, retention, succession planning, and organizational design.
• Provides guidance and coaching to managers on employee relations matters, performance management, disciplinary action, accommodation requests, and terminations.
• Conducts and oversees workplace investigations, including allegations of harassment, discrimination, and policy violations; documents findings and recommends appropriate action.
• Designs and delivers learning and development programs that build internal capability and create career pathways across the business.

Compensation, Benefits, and Payroll Oversight

• Owns the compensation and benefits function, including market benchmarking, base pay structures, incentive program design, and the annual benefits renewal process in partnership with the broker.
• Researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent across all business lines.
• Provides oversight of the payroll function (processing performed by others), including reviewing payroll runs for accuracy, resolving escalations, partnering with Finance on reconciliation, and ensuring controls and compliance.
• Administers leave programs (FMLA, short term disability, workers’ compensation coordination, state specific leaves) and ensures accurate and timely processing.

Compliance, Policy, and Operations

• Maintains compliance with federal, state, and local employment laws across New Hampshire, Massachusetts, and Maine; reviews policies and practices and recommends updates.
• Maintains and continually improves the employee handbook, HR policies, job descriptions, and onboarding materials.
• Manages the HRIS and applicant tracking system, ensures data integrity, and supports system enhancements including integration with the Microsoft Business Central ERP rollout.
• Maintains current knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent acquisition, and employment law.
• Performs other duties as assigned.

Skills and Qualifications:

• Demonstrated success owning full cycle recruitment in a high volume, multi site environment, ideally in trades, transportation, logistics, automotive, or a related industry.
• Strong working knowledge of compensation and benefits administration, including market benchmarking and benefits renewal cycles.
• Thorough knowledge of federal and multi state (NH, MA, ME) employment laws and regulations.
• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Strong analytical and problem solving skills, with the ability to use HR data to drive decisions.
• Excellent organizational skills with the ability to prioritize, manage multiple workstreams, and delegate appropriately.
• Ability to act with integrity, professionalism, and confidentiality.
• Proficient with Microsoft Office Suite, applicant tracking systems, and HRIS platforms.

Education and Experience:

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred.
• A minimum of seven years of progressive HR experience, with at least four years of direct, hands on ownership of recruitment.
• Multi state HR experience strongly preferred.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification highly desired.

Work Environment: This position is on site with hybrid flexibility, in a traditional office setting, using technology throughout the day.
Physical Demands: Prolonged periods of sitting at a desk, working on a computer. Must be able to lift 15 lbs when necessary and must be able to access and navigate each department and organizational facility.
Position Type and Expected Hours of Work: Salary Exempt. Normal in office schedule is Monday through Friday, 8:30 AM to 5:00 PM. Flexibility may be required based on hiring needs and candidate availability.
Travel: Travel will be required to satellite locations across New Hampshire, Massachusetts, and Maine, and to recruiting events as needed.
Please note that duties, responsibilities, and activities may change at any time with or without notice.
 

How to apply.

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