HR Business Partner - Commercial Division

We are not looking for a traditional HRBP. We need an HR representative with strong character, judgment, authority and ability to lead the HR agenda for the Commercial area.

This role supports branches, commercial leaders, regional managers, sales teams and business segments nationwide. It requires someone who speaks directly, enforces policies, challenges poor practices and ensures HR processes are followed without exceptions.

The Commercial area moves fast, demands immediate answers and often pushes to solve issues its own way. This HRBP must have presence, discipline and courage to set limits, document cases, follow up, escalate when needed and close issues.

Main objective

Act as HR Business Partner for the Commercial area, providing national support to branches and business lines, ensuring compliance with company policies, employee relations, performance management, discipline, retention, organizational development, training, communication and HR KPIs.

This position must be a strategic partner to the business, but also a firm and objective HR authority.

Key responsibilities

• Represent HR before the Commercial area and national branch network.
• Ensure managers, leaders and employees comply with policies, procedures and corporate guidelines.
• Manage employee relations cases, investigations, complaints, discipline, performance issues and sensitive situations.
• Follow up on labor cases, documentation, improvement plans, terminations, incidents and corrective actions.
• Support commercial leaders in performance reviews, feedback, talent decisions and action plans.
• Identify poor practices, process deviations, weak leadership behaviors and issues affecting culture or execution.
• Partner with Talent Acquisition to define staffing needs, critical profiles, branch vacancies and hiring priorities.
• Track turnover, absenteeism, employee climate, performance, engagement and other HR indicators.
• Communicate and implement HR policies, organizational changes, processes and business guidelines.
• Support training, development, retention and culture initiatives.
• Advise leaders with facts, documentation, policy knowledge and labor-law understanding.
• Close issues with discipline and urgency. This role is not about managing problems forever.

Required profile

• 3 to 5 years as HR Business Partner, Senior HR Generalist, HR Coordinator, Human Capital Consultant or similar role.
• Experience supporting commercial areas, branches, retail, distribution, regional operations, sales, services or geographically dispersed teams.
• Strong experience in employee relations, conflict management, performance management, discipline and leader advisory.
• Bachelor’s degree in Psychology, Business Administration, HR, Industrial Relations, Labor Law or related field.
• Advanced English desirable.
• Availability to travel occasionally to branches.
• Based in SLP or available to work on-site in SLP.

Required knowledge

• Employee relations.
• Mexican labor law.
• Internal policies and disciplinary processes.
• Labor documentation and employee files.
• Performance management.
• HR metrics.
• Turnover, absenteeism, employee climate and retention.
• Recruitment support for commercial positions.
• Training and development.
• Communication with operational and commercial leaders.
• Conflict management and difficult conversations.

Must-have competencies

• Strong and professional character.
• Direct communication.
• Ability to stand firm under pressure.
• Judgment to avoid being influenced by commercial urgency when policies are at risk.
• Firm leadership without losing professionalism or respect.
• Emotional intelligence to manage conflict and pressure.
• High sense of urgency.
• Strong follow-up and execution discipline.
• Order, documentation and process control.
• Ability to demand compliance.
• Executive presence.
• Strategic and operational thinking.
• Ability to set limits.

This role is not for you if

• You avoid confrontation.
• You struggle to say no.
• You prefer being liked over enforcing policies.
• You feel intimidated by commercial leaders.
• You do not follow up.
• You do not document cases.
• You are uncomfortable demanding accountability.
• You confuse service with complacency.
• You believe HR is only there to support, not to correct.
• You seek a calm, administrative or desk-only role.

This role is for you if

• You stand your ground with strong leaders.
• You handle commercial pressure.
• You communicate clearly and professionally.
• You enjoy bringing order to complex operations.
• You are not afraid to escalate, document or correct process deviations.
• You can balance business needs, people, policies and legal compliance.
• You have real experience supporting field operations, branches or commercial teams.
• You understand that HR must support the business, but also set clear limits.

What we offer

• Competitive salary based on experience.
• Legal and superior benefits according to internal policy.
• Strategic role with national impact.
• Direct involvement with the Commercial area.
• Exposure to business leaders.
• Development within a company with national coverage, dynamic operations and strong commercial focus.

We do not need an HRBP who comes to observe disorder. We need an HRBP who can take ownership of the Commercial area, enforce clear rules, sustain processes and represent HR with character, authority and professionalism.

If you have real experience, strong judgment, professional authority and ability to manage demanding commercial leaders, apply.

If you lack the character to handle pressure, document cases, correct deviations and defend policies, this position is not for you.

We are looking for strong, professional talent with the discipline to bring order to commercial operations.