Human Resource Business Partner-Roadway Services

Description

• Build and improve onboarding and development pathways across Roadguard and GSI
• Provide direction and development to HR generalists supporting operational needs in a matrix
• Partner on sourcing strategies for key roles; support recruiting and interviewing as needed during busy periods
• Help evolve workplace policies and practices to support scale and consistent employee experience
• Respond to employee concerns or escalations and conduct workplace investigations with a high degree of ethics.
• Partners closely with the VP, GM and other leadership members of Roadguard
• Lead HR due diligence for acquisitions: organizational structure, talent assessment, retention risk, compensation practices, culture and engagement indicators
• Lead organizational design, workforce planning, role definition, succession planning, and career pathways
• Serve as a thought partner and change agent to a new division of RoadGuard and its leadership team.
• Develop retention strategies to protect institutional knowledge during growth and integration
• Create repeatable integration playbooks and tools to support multiple acquisitions
• Consistently monitors talent needs and pipeline and works with others to develop workforce and talent plans to meet the evolving short-term and long-term talent needs.
• Work to perform rapid HR due diligence as well as operational and cultural integration of new businesses into a new and hyper-growth division of GSI.
• Use data (turnover, engagement, hiring funnel, exit insights) to identify trends and drive action
• Help uncover performance and capability gaps and work with leaders to implement action plans to address.
• Works cross-functionally with People & Talent COEs and HR generalists supporting operations
• Develop and execute people integration plans from Day 0 (due diligence) through Day 180 (stabilization). You’ll own communications, onboarding, role clarity, performance practices, and leader enablement to name a few.
• Implement engagement listening mechanisms and action planning with leaders
• Provide feedback to COEs on program effectiveness and field fit
• Partner with COEs to adapt People & Talent programs to field operations and business needs

Requirements

• Strong project management and M&A integration experience (due diligence through integration execution)
• Ability to apply systems thinking & lean methodologies to conceptualize & build highly effective new processes and programs.
• A completed bachelor's degree from an accredited university. MBA or MS in Human Resources management is a plus.
• Influencing: able to align stakeholders and drive outcomes without burning trust
• GPHR, SPHR or PHR certification is preferred.
• Strategic Thinking: links business goals to practical people plans that scale
• 7+ years HR experience, ideally as an HR Business Partner or HR leader in an operations-driven environment (industrial, manufacturing, logistics, utilities, field services, similar)
• Demonstrated experience leading change in a fast-moving environment using that understanding to recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development.
• Comfort with high volume workload and the ability to move from strategic to tactical quickly to achieve objectives.
• Systems Thinking: data-informed, connects dots across people/process/operations
• Strong internal customer service skills demonstrated by responsiveness, empathy and solution orientation.

Benefits

• 401(k) plan to help save for your future including company match
• Paid parental leave
• In addition to 7 observed holidays, salaried team members have flexible paid time off, hourly team members receive 10 days paid time off per year
• Mental health benefits
• Great medical, dental, and vision insurance options with additional programs available when enrolled

Training + Development

Interview process

Visa Sponsorship

Security clearance