HR Business Partner (CENTRAL)

About the role

*** This is where your organization can create a consistent intro to all of your jobs, creating consistency in voice and messaging across all job posts *** C'est ici que votre organisation peut créer une introduction cohérente à tous vos emplois, en créant une cohérence dans la voix et la messagerie dans tous les postes. Full job description POSITION SUMMARY The Senior HR Business Partner will focus on Employee Relations, Corporate Recruiting, Performance Management, and HR Compliance for a privately owned family business. This is a key leadership role that will partner with business leaders to drive employee performance and engagement, ensure compliance with labor laws, and support strategic recruiting efforts to meet the organization's talent needs. The Senior HR Business Partner will have a balanced approach to handling employee relations issues, improving performance management practices, and ensuring the organization attracts top talent while remaining compliant with all HR regulations. The Senior HR Business Partner demonstrates and adheres to the Company values of safety, honesty, ownership, respect, and teamwork to ensure a successful partnership with customers and employees that result in OmniTRAX' s continued success. ESSENTIAL RESPONSIBILITIES Employee Relations: 35% Serve as a trusted advisor to leadership and employees on employee relations issues, including conflict resolution, workplace behavior, and grievance management Lead investigations into complaints of misconduct, harassment, or discrimination, ensuring fairness, compliance, and confidentiality Coach and support managers on effective handling of employee relations matters, including conflict resolution, performance issues, and employee engagement Partner with leaders to develop proactive strategies to improve employee engagement, retention and promote a positive work culture Identify and address trends in employee relations data, making recommendations for improvements in policies and practices Use data-driven insights to develop strategies to enhance employee satisfaction, reduce turnover, and improve overall organizational performance Conduct exit interviews to gather feedback on employee experience and provide recommendations for improvements Corporate Recruiting: 35% Lead and collaborate with hiring managers to understand talent needs, providing strategic guidance on sourcing, recruitment, and selection of top talent for key positions Oversee and participate in the full recruitment lifecycle for corporate roles, including posting jobs, interviewing candidates, and making hiring recommendations Build and maintain strong relationships with external recruiting agencies, job boards, and professional networks to source high-quality candidates Drive employer branding initiatives to attract diverse, high-performing talent to the organization Ensure a positive candidate experience throughout the recruitment process, from initial contact to onboarding Performance Management: 15% Support and advise managers on performance management processes, including goal setting, performance reviews, feedback delivery, and addressing performance concerns Collaborate with leaders to identify opportunities to drive a high-performance culture and foster talent development within teams Assist in the design and execution of performance improvement plans (PIPs) for underperforming employees, ensuring consistency and fairness in the process HR Compliance: 15% Ensure compliance with all federal, state, and local labor laws and regulations, including FMLA, ADA, FLSA, EEOC, and wage & hour laws Audit HR policies, processes, and documentation to ensure adherence to legal requirements and best practices. Identify recommendations and changes and update policies as needed Work closely with senior leadership and department heads to align HR practices and policies with organizational goals and business strategies Partners with HR and Legal teams on complex compliance matters, ensuring policies and practices are in alignment with regulatory changes Keep abreast of legislative updates and advise senior leadership on necessary policy or procedural changes OTHER DUTIES Leverage technology to deliver value; provide HR measurements and analyses; recommend and implement techniques to improve productivity and increase efficiencies across employee relations processes Assist with mergers and acquisitions Stay current in knowledge of applicable employment laws, and best HR practices; recommend and implement improvements and/or compliance measures, as necessary Perform other duties and projects as assigned SUPERVISORY RESPONSIBILITIES None REQUIRED QUALIFICATIONS, KNOWLEDGE, SKILLS, AND ABILITIES Bachelor's degree in human resources, Business Administration, or related field. HR certifications (e.g., SHRM-SCP, PHR) preferred 10+ years of experience in HR, with a strong focus on employee relations, performance management, HR compliance, and corp