Key Responsibilities:​

1.Strategic Business Partnership:​

• Build trusted advisor relationships with Operations, Transportation, and Warehouse leadership teams (Manager/Director/VP level).
• Understand the unique operational challenges, financial drivers (e.g., cost per mile, warehouse efficiency), and workforce dynamics of the logistics sector.
• Proactively identify HR needs and develop tailored solutions that support business objectives, safety goals, and operational excellence.
• Translate business goals into HR priorities, workforce plans, and talent strategies.
• Partner on organizational design, restructuring, and change management initiatives specific to logistics workflows.

2.​Talent Management & Development:​

• Full Cycle Support:​ Partner closely with Talent Acquisition and hiring managers to ensure timely and effective recruitment for critical roles (Drivers, Warehouse Associates, Supervisors, Dispatchers, Operations Mgmt) in a competitive labor market. Leverage industry networks.​
• Performa nce Management:​ Lead and coach managers through the performance review cycle. Develop strategies to address performance gaps, including performance improvement plans (PIPs) and skill development.​
• Succession Planning:​ Identify high-potential talent within operations and develop robust succession plans for key roles.​
• Employee Development:​ Partner with L&D to identify, develop, and deliver training programs addressing critical logistics needs (safety, compliance, leadership, technical skills).​Engagement Retention:​ Proactively diagnose engagement issues using data (surveys, turnover rates, exit interviews) and develop/execute action plans to improve retention, particularly in high-turnover operational roles.

3.​Employee Relations & Labor Law Expertise:

• ​Provide expert guidance and coaching to managers on complex employee relations matters (attendance, discipline, investigations, accommodations) within a union or non-union environment.
• Conduct thorough, objective, and timely investigations into employee concerns and complaints.
• Interpret and ensure consistent application of company policies, collective agreements (if applicable), and relevant employment legislation (FLSA, FMLA, ADA, EEO, DOT, OSHA, state/local laws).
• Deep understanding of DOT/FMCSA regulations impacting drivers is highly valued.Mitigate organizati onal risk through proactive compliance and sound ER practices.

4.​Compensation Benefits Support:​

• Partner with COEs (Centers of Excellence) or provide direct support on compensation reviews, benchmarking (especially for CDL drivers, warehouse labor), and job evaluations.
• Communicate and educate employees and managers on compensation programs and benefits.

5.​HR Analytics &Metrics:​

• Track, analyze, and leverage key HR metrics (turnover, time-to-fill, engagement scores, safety incident rates) specific to logistics operations to identify trends, measure HR effectiveness, and drive data-informed decisions and reporting to leadership.
• Understand how labor costs and workforce productivity directly impact the P&L of operational units.

6.​Culture & ChangeChampion:​

• Proactively foster a positive, inclusive, and safety-focused work environment aligned with company values.Act as a change agent, supporting leaders and employees through operational changes and organizational initiatives.​

Required Qualifications Experience:​

• Education:​ Bachelor's degree in Human Resources, Business Administration, or a related field.​
• Experience:​ Minimum 5+ years of ​progressive Human Resources experience​, with at least ​3 years specifically in an HR Business Partner role​.​
• Industry Focus:​ ​Demonstrated HR experience supporting client groups within the logistics, transportation, warehousing, supply chain, or 3PL industry.​
• Core HR Knowledge:​ Proven expertise across the full spectrum of HR disciplines: talent acquisition, performance management, employee relations, compensation fundamentals, benefits, employment law, HRIS, and workforce planning.​
• Employee Relations:​ Extensive experience advising managers, conducting investigations, and resolving complex ER issues.​Labor Law:​ In-depth knowledge of federal, state, and local employment laws (FLSA, FMLA, ADA, EEO, etc.).
• Communication & Influence:​ Exceptional interpersonal, communication (written & verbal), and relationship-building skills.
• Ability to influence and coach at all levels, including senior operational leaders. Ability to communicate effectively with a diverse, non-exempt workforce.​
• Problem Solving & Judgment:​ Strong critical thinking, problem-solving, analytical, and decision-making skills with sound judgment and discretion. Comfortable making decisions with incomplete information.​
• Business Acumen:​ Demonstrated ability to understand business operations, financial metrics, and link HR initiatives to business outcomes.​Agility & Resilience:​ Thrives in a fast-paced,dynamic operational environment.
• Comfortable with ambiguity and frequent change.​

Highly Preferred Qualifications:​

1. Direct Experience inWarehousing / Distribution Center (DC) or Fleet Operations Support.​Experience in a unionized environment (including contract interpretation and grievance handling).
2. Direct experience supporting significant hourly/blue-collar populations.Expertise in DOT/FMCSA regulations pertaining to drivers.
3. Strong proficiency with HRIS systems (e.g., Workday, SAP SuccessFactors, UKG) and Microsoft Office Suite (especially Excel).
4. Experience in a 24/7 operational environment.