Human Resources Business Partner

The Human Resources Business Partner (HRBP) supports remote and geographically dispersed operations by delivering comprehensive HR services aligned with business objectives. This role requires regular travel to remote sites to build strong relationships, support leaders and employees, and ensure consistent execution of HR programs and policies.

A critical component of this role includes supporting new site start-ups, ensuring HR infrastructure, staffing, and onboarding processes are effectively implemented to enable successful operational launches.

The ideal candidate brings broad experience across all areas of human resources and thrives in a dynamic, field-based environment. They are comfortable onboarding new employees, managing sensitive employee matters, and partnering closely with leadership to enhance employee engagement, performance, and organizational effectiveness.

This individual must demonstrate strong leadership, effective communication, and the ability to solve problems quickly. The HRBP plays a critical role in fostering a productive, compliant, and positive work environment that supports the organization’s overall success.

Key Responsibilities

Field & Travel-Based Support

• Travel regularly to remote sites to provide hands-on HR support to assigned client groups
• Build strong relationships with site leadership and employees to understand business needs and workforce challenges
• Ensure consistent application of HR policies, practices, and company culture across all locations

New Site Start-Up & Workforce Deployment

• Lead HR efforts for new site launches, including workforce planning, recruitment strategy, and onboarding execution
• Partner with operations and leadership to ensure timely staffing and readiness for site go-live
• Establish HR processes, compliance standards, and employee communication frameworks at new locations
• Provide on-site support during start-up phases to ensure a smooth transition into steady-state operations
• Identify and mitigate risks related to staffing, compliance, and employee relations during ramp-up periods

Recruitment & Talent Acquisition

• Screen resumes, conduct initial interviews, and coordinate hiring processes with managers
• Manage full-cycle recruitment for key roles, particularly drivers and logistics personnel
• Partner with leaders to develop effective workforce planning strategies

Onboarding & Employee Experience

• Facilitate onboarding for new hires, including orientation, documentation, and system access
• Ensure new employees are effectively integrated into the organization and remote site teams
• Promote a positive employee experience from hire through lifecycle milestones

Employee Relations & Support

• Serve as a trusted advisor and primary HR contact for employees and managers
• Address employee concerns, provide guidance, and ensure fair and consistent practices
• Mediate and resolve workplace conflicts with professionalism and discretion

Performance Management & Development

• Partner with managers to execute performance reviews and provide coaching on evaluations
• Support the development of performance improvement plans and career development initiatives
• Identify training needs and growth opportunities across teams

Training & Engagement

• Coordinate and facilitate training programs, including safety, compliance, and professional development
• Collaborate with leadership to design and implement employee engagement initiatives
• Drive programs that improve retention, morale, and productivity

Compliance & Risk Management

• Ensure compliance with federal, state, and local labor laws, as well as industry regulations (e.g., DOT requirements)
• Maintain accurate employee records, including personnel files, certifications, and documentation
• Support audits and ensure adherence to company policies and procedures

HR Operations & Administration

• Administer employee benefits and support open enrollment activities
• Maintain HR systems and ensure data integrity

Reporting & Analytics

• Generate and analyze HR metrics and reports to support business decisions
• Provide insights on trends such as turnover, engagement, and workforce performance

Projects & Change Management

• Lead or support HR initiatives, including system implementations, policy updates, and organizational changes
• Support change management efforts by communicating effectively and guiding employees through transitions

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience)
• 5+ years of progressive HR experience, preferably in logistics, transportation, or multi-site operations
• Demonstrated experience supporting remote or field-based teams and new site start-ups or rapid scaling environments
• Strong knowledge of employment laws and HR best practices
• Excellent interpersonal, communication, and problem-solving skills
• Proven ability to influence and partner with leadership
• Ability to travel regularly (up to 35%) to support remote locations and site launches