Hr Business Partner (Tepotzotlán)

A Human Resources Business Partner (HRBP) who supports a Fulfillment Center Operations team by partnering with senior stakeholders on business and people agenda, managing wide projects independently.

Qualifications

• Bachelor’s degree from an accredited university or college.
• Master’s Degree or MBA in HR (preferred).
• 5+ years of HR Business Partner experience.
• 5+ years in an operations environment with associates.
• 5+ years in payroll processes.
• 5+ years managing Employee/Labor Relations.
• 5+ years’ experience in Talent Management.
• 3+ years of union experience.
• Experience in Logistics and Distribution or Manufacturing industry.
• Advanced proficiency in English and Spanish.
• Exceptional analytical skills; comfortable with large data sets and program metrics.

Organization Development & Planning

• Provide input into organization design discussions, talent for succession planning, and attrition risk.
• Implement communication plans for organization changes.

Organization Health

• Conduct diagnostics to identify trends and environmental employee relations or workplace issues.
• Partner with management to drive positive employee relations and negotiate labor agreements.
• Monitor and address employee relations or labor changes for the operation.
• Implement action plans addressing workplace environment, employee engagement, or retention.
• Conduct investigations of employee relations issues in consultation with management.
• Support rollout of compliance initiatives and counsel about local employment law.
• Lead client group or site engagement activities and audits to monitor organizational health.

Workforce Planning & Talent Acquisition

• Partner with Recruiting and agencies to coach managers around the recruiting process.
• Interpret hiring data and provide recommendations on sourcing strategies.
• Understand local market staffing needs.
• Participate in interview loops and debriefs.
• Approve offers, transfers, and compensation exceptions in client organization.
• Engage managers to ensure launch plans are created and participated in as needed.
• Monitor vendor and third‑party worker relationships for co‑employment risk.
• Manage vendor relationships including temporary agencies, maintenance, drivers, and security.

Talent Management & Development

• Facilitate or assist group‑level talent discussions.
• Drive identification and management of forward looking promotions.
• Coach and develop business site leaders on performance and talent management.
• Identify participants for development programs and manage internal communications.
• Partner with leaders on talent development initiatives.

HR Operations

• Analyze data and share insights with leaders.
• Train and consult managers on employee life cycle issues.
• Utilize connections data to improve engagement and manager capability.
• Track attendance, attrition, and staffing trends.
• Identify gaps in policy and services, recommend process improvements and draft policies.
• Roll out new policy changes and ensure business adoption and understanding.
• Recommend policy exceptions with input from senior leaders or HR management.