Summary
This is an HR Partner II role that is both tactical and strategic, focused on maximizing employee engagement and development, as well as coaching and supervising other on-site HR Partners. These roles are located in larger warehouse locations and/or high density geographical areas. They are high-touch and customer focused roles, and require the onsite HR generalist to partner heavily with operations to support our employees. This Onsite HR partner understands everything from employee relations to performance management, talent management to succession planning and employee engagement and legislative compliance. They are business partners to the warehouse management teams in all areas of the employee life cycle.

Essential Functions

• Works closely with HRBP on executing/implementing HR strategy for the location with a focus on employee engagement and retention. Support HRBP in providing managers with the tools and training to optimize their performance

• Responsible for providing HR support to location leadership on day-today issues and larger initiatives. Includes training, coaching and development topics.

• Works as intermediary with HRES/Employee Relations and location management on recommendations/guidance regarding HR matters. Including submitting tickets into MyRyder when needed.

• Responsible for supporting managers on all activities related to hiring, termination and other employee data and job changes. Including entering data into Workday/MyRyder. Ensure all new employees are effectively onboarded and trained

• Conduct proactive employee relations by a variety of means; pulse surveys, 1:1s, etc. Lead employee relations activities, which include coaching and some support during the investigations. As applicable, collaborate with Business Agents to resolve grievances and other local matters

• Utilize analytics, expertise and workforce trends to influence decisions that drive and improve organizational processes and programs (pulse on trends in the building; what is working and what is not; pivot quickly and provide analysis to show trends/changes/improvement)

• Support Labor Relations team and HRBP on priorities for successful union negotiations, prepare and contribute key HR data to ensure successful outcomes within the collective bargaining agreement. Partner with Labor Relations team to implement components of the labor strategy, including conducting risk assessments, facilitating positive employee relations training, and drafting action plans to address concerns

• Communicate, interpret and consistently apply policies and procedures. Ensure compliance with all Human Resource processes (audit completion of compliance training). Consult with HRES/Compliance on the interpretation of policies and procedures

• Work with the operations team to identify, create and implement innovative solutions to improve employee retention

• Collaborate with the recruiting team to ensure we fill roles in a timely manner, with the best talent possible. Work with recruiting and the operations team to create a Staffing Plan based on growth, workforce planning and analytics

• Coordinate development programs such as FLP and LMT

• Collaborate with HRES/Compliance on ensuring legislative compliance with all federal, state, and local employment laws and regulations, including conducting compliance reviews at location level (Wage & hour, etc.) as directed.

Additional Responsibilities

• Champion HR technology adoption at the location (Workday/MyRyder)

• Work with the agency partners, when needed

• Run a hiring event and partner with local schools, when needed

• Support a diverse and inclusive workplace

• Performs other duties as assigned.

Skills and Abilities

• Attention to detail, strong written and verbal communication skills, and efficiency in responding to written messages through a computer system

• Ability to manage multiple assignments and tasks, set priorities, and adapt to changing conditions and work assignments

• Ability to establish and maintain effective working relationships with employees, managers and HR teams

• Strong conflict resolution skills and ability to remain impartial during investigations

• Professional and enthusiastic, with a pleasant telephone manner

• Effective active listening skills required with ability to probe to ensure appropriate resolution

• Strong communication, organization, time management skills, and functional expertise (e.gbenefits, compensation)

• Time management

• Ability to upskill and train on technology and functional aspects of case management systems

• Excellent collaboration and team building skills

Qualifications

• Bachelor's degree required Business administration with HR concentration or related field, or additional 4 years of required experience

• Three (3) years or more employee relations or similar HR function required

• Three (3) years or more HR generalist or similar functions required

Travel
None

DOT Regulated
None

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