Distribution Center HR Business Partner

Position Summary 

The HR Business Partner provides full-time, on-site HR support for the Dallas Distribution Hub (DDH). The role serves as a visible and responsive HR partner to frontline employees, contingent workers, supervisors, and site leadership in a fast-paced, high-volume distribution environment. The HR Business Partner supports employee relations, workforce planning, recruiting, onboarding, performance management, compensation, benefits, leave administration, compliance, reporting, and day-to-day HR operations. This position is expected to independently manage routine HR matters and provide reliable coverage for the site.

Essential Duties & Responsibilities

• Serve as a visible, approachable, and responsive on-site HR resource for DDH employees, contingent workers, supervisors, and site leadership across two shifts. 
• Advise managers and employees on employee relations matters, including complaint intake, fact-finding, investigations, corrective action, attendance, conduct, performance, safety, and respectful workplace expectations. 
• Independently manage routine employee relations matters, escalating higher-risk or complex issues appropriately. 
• Coach supervisors and managers on consistent policy application, documentation, performance management, employee communication, and effective resolution of workplace concerns. 
• Partner with site leadership on workforce planning, staffing priorities, organizational needs, retention, attendance trends, culture, employee engagement, and operational readiness. 
• Drive recruiting and hiring activity in partnership with staffing agencies and hiring managers, including candidate selection, interview coordination, offers, pre-employment steps, and process tracking. 
• Coordinate onboarding and orientation for employees and contingent workers, including documentation, system and badge access, training assignments, and first-day readiness. 
• Support employee lifecycle transactions, including job changes, transfers, promotions, conversions, terminations, unemployment claims, employment verifications, and job description maintenance. 
• Provide guidance and coordination related to benefits, leaves of absence, accommodations, workers compensation, return-to-work, payroll, timekeeping, PTO, scheduling, and shift differential questions. 
• Maintain accurate HR records, employee relations files, investigation documentation, reports, trackers, dashboards, audit files, and compliance documentation. 
• Facilitate or support supervisor training, policy communication, employee meetings, recognition activities, and site-wide HR initiatives. 
• Build strong working relationships with employees and leaders through a consultative, collaborative, practical, and solutions-oriented approach.