HR Partner II

The HR Partner II supports key human resource functions, acting as the main point of contact for escalated HR inquiries and ensuring HR operations align with business goals. This role is essential for facilitating smooth HR processes, maintaining compliance, and fostering a positive work environment. The HR Partner II works closely with HR leadership, providing regional or divisional support and contributing to the development of HR policies and practices.

Responsibilities

• Provide support for onboarding, orientation, and exit interviews, recommending improvements based on feedback and analysis

• Act as Tier 2 support for escalated HR tickets, managing inquiries and resolving issues within service level expectations

• Support HR leadership in handling grievances to both management and associates to promote positive teammate engagement

• Assist HR leadership in tracking compliance requirements, updating basic policy documents and supporting audit preparations as needed

• Coordinate and facilitate HR and compliance training, create presentation materials, and update policies/procedures for business alignment

• Assist in compiling workforce metrics and support HR leadership in analyzing trends for reporting purposes

• Support HR projects and initiatives, promoting a positive work environment and alignment with business priorities

• Assist with teammate benefit programs, partner with the compensation team on wage alignment, and ensure compliance with wage laws

• Serve as an HR support resource for assigned teams, escalating complex issues to HR leadership as needed

• Support the process for new job creation, job requisition requests and tracking internal approvals

• Provide guidance on hourly performance management issues and review/revision of corrective action forms (as assigned) for hourly teammates including participation in associate relations reviews and preparation of files for termination review

• Maintain and update internal HR policies and procedures on company platforms

• Assist in coordinating and scheduling HR and compliance training sessions, supporting HR leadership in content delivery as needed

Qualifications

• Education Requirements: Associate degree/Junior college or Bachelor’s degree (Bachelor’s degree in Human Resources or a related field preferred)

• Experience Requirements: 2–4 years experience in relevant field (Human Resources Generalist experience preferred)

• Travel requirement: No travel requirements

Supervisor Responsibility

Direct Reports: This position does not have supervisory responsibilities for direct reports

Indirect Reports: Does not have direct reports, but may delegate work of others and provide guidance, direction and mentoring to indirect reports

Required Knowledge and Skills

• In-depth understanding of onboarding, orientation, and exit procedures, with the ability to recommend and implement process improvements

• Strong knowledge of local, state, and federal labor laws, with the ability to ensure organizational compliance and update policies accordingly

• Knowledge in managing grievances and conflicts, providing guidance to promote positive relations and a high level of teammate engagement

Job Will Remain Open Until Filled

The Company is one of North America’s leading sales and marketing agencies specializing in outsourced sales, merchandising, category management, and marketing services to manufacturers, suppliers, and producers of food products and consumer packaged goods. The Company services a variety of trade channels including grocery, mass merchandise, specialty, convenience, drug, dollar, club, hardware, consumer electronics, and home centers. We bridge the gap between manufacturers and retailers, providing consumers access to the best products available in the marketplace today.

Responsibilities

• Provide support for onboarding, orientation, and exit interviews, recommending improvements based on feedback and analysis

• Act as Tier 2 support for escalated HR tickets, managing inquiries and resolving issues within service level expectations

• Support HR leadership in handling grievances to both management and associates to promote positive teammate engagement

• Assist HR leadership in tracking compliance requirements, updating basic policy documents and supporting audit preparations as needed

• Coordinate and facilitate HR and compliance training, create presentation materials, and update policies/procedures for business alignment

• Assist in compiling workforce metrics and support HR leadership in analyzing trends for reporting purposes

• Support HR projects and initiatives, promoting a positive work environment and alignment with business priorities

• Assist with teammate benefit programs, partner with the compensation team on wage alignment, and ensure compliance with wage laws

• Serve as an HR support resource for assigned teams, escalating complex issues to HR leadership as needed

• Support the process for new job creation, job requisition requests and tracking internal approvals

• Provide guidance on hourly performance management issues and review/revision of corrective action forms (as assigned) for hourly teammates including participation in associate relations reviews and preparation of files for termination review

• Maintain and update internal HR policies and procedures on company platforms

• Assist in coordinating and scheduling HR and compliance training sessions, supporting HR leadership in content delivery as needed

Qualifications

• Education Requirements: Associate degree/Junior college or Bachelor’s degree (Bachelor’s degree in Human Resources or a related field preferred)

• Experience Requirements: 2–4 years experience in relevant field (Human Resources Generalist experience preferred)

• Travel requirement: No travel requirements

Supervisor Responsibility

Direct Reports: This position does not have supervisory responsibilities for direct reports

Indirect Reports: Does not have direct reports, but may delegate work of others and provide guidance, direction and mentoring to indirect reports

Required Knowledge and Skills

• In-depth understanding of onboarding, orientation, and exit procedures, with the ability to recommend and implement process improvements

• Strong knowledge of local, state, and federal labor laws, with the ability to ensure organizational compliance and update policies accordingly

• Knowledge in managing grievances and conflicts, providing guidance to promote positive relations and a high level of teammate engagement

Environmental & Physical Requirements

Office / Sedentary Requirements: Incumbent must be able to perform the essential functions of the job. Work is performed primarily in an office environment. Typically, requires the ability to sit for extended periods of time (66%+ each day), ability to hear telephone, ability to enter data on a computer and may require the ability to lift up to 10lbs.

Additional Information Regarding Job Duties

Job duties include additional responsibilities as assigned by one’s supervisor or other manager related to the position/department. This job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required for the position. The Company reserves the right at any time with or without notice to alter or change job responsibilities, reassign or transfer job positions, or assign additional job responsibilities, subject to applicable law. The Company shall provide reasonable accommodations of known disabilities to enable a qualified applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this position. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of associates so classified. The Company is committed to providing equal opportunity in all employment practices without regard to age, race, color, national origin, sex, sexual orientation, religion, physical or mental disability, or any other category protected by law. As part of this commitment, the Company shall provide reasonable accommodations of known disabilities to enable an applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law.