HR Business Partner

HR Business Partner

ID Logistics (IDL), a global leader in third-party logistics, combines entrepreneurial spirit with a dedication to operational excellence. We were founded in Orgon, France, and have a US base in Scranton, PA. We accelerated growth in 2022 after merging with Kane Logistics just three years prior. Now operating as ID Logistics US, we provide comprehensive supply chain solutions across 50+ sites, powered by over 7,000 team members within the United States. With a global workforce of over 38,000 experts and 84 million square feet of facilities across over 400 sites, we're transforming logistics and this is just the beginning!

Position Overview

Imagine being at the heart of our growth story, where your role as an HR Business Partner is crucial in shaping the next chapter of our success. You'll be the trusted guide who helps our local teams navigate through the challenges and opportunities of a rapidly growing business landscape through on-site HR visibility. You'll weave together strategic insight and empathetic partnership to build an environment where customer satisfaction thrives, and our people excel.

Work Locations

This is an on-site role covering our sites in Austell, GA (close to Lithia Springs) and West Jefferson, OH

Work Schedule

Ability to work a flexible schedule before and after scheduled days / hours as well as take any emergency calls on weekends is required

Compensation / Benefits

Attractive annual salary of $80,000-$95,000 plus bonus with benefits including PTO, sick time, corporate holidays, medical, dental and vision insurance, 401(k) matching, and more.

Travel

Travel to West Jefferson, OH site will be required once a month initially

Key Responsibilities

Strategic Partnership : Collaborates with operations leaders to align HR strategies with business goals. Partners with operations leaders to identify trends and recommend solutions to issues.

Talent Management : Drives creative high volume hourly and salary talent acquisition recruitment, development, and retention strategies. Partners with operations leaders to identify talent needs, create development plans, and enhance employee performance.

Employee Relations : Acts as a trusted advisor in handling complex employee relations issues. Implements and manages effective conflict resolution processes and ensures a positive and compliant work environment. Represents the organization at personnel related hearings and investigations as needed.

Performance Management : Oversee performance appraisal processes, develop performance improvement plans, and support managers in setting and achieving performance goals. Creates and leads effective counseling and coaching opportunities with all levels of on-site staff.

HR Policies and Compliance : Ensure company policies and procedures are up-to-date and compliant with local and state legal requirements. Provide guidance on HR policies and manages compliance with employment laws and regulations.

Data-Driven Insights : Utilize HRIS tools to find metrics and data to drive decision-making and identify areas for improvement. Prepare and present reports to senior management on HR trends, challenges, and opportunities.

Culture and Engagement : Champion initiatives that promote a positive company culture and high employee engagement at the site level. Lead efforts to enhance employee satisfaction and retention through surveys, feedback mechanisms, and targeted programs.

Safety First : Enforces and follows all company safety rules by following corporate and site-specific Good Manufacturing Practices and brings noncompliance issues to operations leadership.