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Overview / Responsibilities
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The People &amp; Organization (P&amp;O) Senior Business Partner is responsible for the delivery of the people agenda in their area of operational responsibility, partnering with senior leaders and managers in the business, providing advice and counsel in people management practices in support of delivering and executing the business plan. The Senior Business Partner will have significant business partner experience and be responsible for a business area across multiple clients, services, or locations with the ability to work independently on most elements of the role. The role provides guidance and coaching for effective people management, and it is responsible for developing and implementing solutions to support leaders across the entire employee life-cycle. This role partners with the business, in conjunction with the other P&amp;O Functions, to plan, drive, and support large-scale change initiatives, organization design and effectiveness, change management, workforce planning, recognition strategies, and other strategic activities and processes; consult on short and long-term employee engagement strategies, and deliver employee engagement guidance and tools; drive the talent agenda and facilitate talent management, including consulting on talent needs and mix, retention strategies, and succession planning; facilitate performance management; and help manage risk mitigation through proactive and effective employee and industrial relations. This role is responsible for developing effective leadership and appropriate development of people and skills within their area of responsibility. The role acts as coach and counsel on people related issues, forming robust stakeholder relationships, with a significant amount of influence required. Authorization to work "lawfully" in the US without sponsorship from Wood is required.  Key Accountabilities &amp; Responsibilities<ul><li style="margin-left: .25in;">Provide strategic P&amp;O leadership and consultation focused on creating innovative P&amp;O strategies to anticipate and assess emerging business, organization or people trends, and identify and implement the appropriate solutions to assigned client groups.</li><li style="margin-left: .25in;">Identify and deliver solutions to support business leaders on decisions related to organization design, change management, talent and performance management, engagement, recruitment, and compensation. </li><li style="margin-left: .25in;">Works with business leaders to define and align the talent strategy, improving organizational performance, and developing capabilities that deliver business results. </li><li style="margin-left: .25in;">Closely partners with organizational leadership on a broad range of strategic P&amp;O services, providing coaching and consultation that contributes to the client strategy and business goals.</li><li style="margin-left: .25in;">Collaborate with P&amp;O functional partners to execute P&amp;O strategies to enable business objectives and support future business growth.</li><li style="margin-left: .25in;">Strategically assesses talent, compensation, engagement, performance, and change management needs, and aligns multiple P&amp;O processes and programs to deliver holistic solutions to achieve desired results and impact the business. </li><li style="margin-left: .25in;">Integral member of the business partner team, supporting client groups and acting as a change agent in the business to maximize all aspects of people performance. </li><li style="margin-left: .25in;">Provides advice and support for organizational change, with an established reputation and track record as a trusted, effective, and collaborative partner.</li><li style="margin-left: .25in;">Maintains an effective level of business acumen to provide a consultative approach to delivery of HR services. Leverages P&amp;O/business skills and knowledge to appropriately challenge or influence leadership in decision-making processes.</li><li style="margin-left: .25in;">Supports employee communication and engagement.</li><li style="margin-left: .25in;">Supports and participates in emergency response activities.</li><li style="margin-left: .25in;">Supports the creation of an organizational culture which fosters innovation and collaboration, continuous improvement, and change.</li></ul>
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Qualifications
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<ul><li style="color: black;">7+ years progressive Human Resources experience in strategic business partnering, engagement, employee relations, talent management, compensation, benefits, and performance management</li><li style="color: black;">Bachelor’s degree in Human Resources, business, or related field; HR Certification preferred</li><li style="color: black;">Strong HR Business Partner experience in a dynamic environment is required</li><li style="color: black;">Proven experience consulting on large-scale change management</li><li style="color: black;">Proven knowledge of HR industry practices, across multiple HR functions</li><li style="color: black;">Demonstrated ability to influence and partner within a diverse organization to help drive business results, with a focus on alignment to both business and HR strategy/priorities </li><li style="color: black;">Demonstrated ability to build strong relationships with leaders and staff at all levels, and seen as a trusted coach and advisor</li><li style="color: black;">Ability to influence and problem solve in the areas of change management, organization design and effectiveness, workforce planning, employee engagement, talent management, performance management, and employee relations</li><li style="color: black;">Must be able to provide creative solutions and unique approaches to P&amp;O/business challenges</li><li style="color: black;">Must be an authentic thought partner with confidence and courage to stretch boundaries and appropriately challenge</li><li style="color: black;">Proven experience in managing multiple projects simultaneously, with strong prioritization skills</li><li style="color: black;">Demonstrated strong integration and strategic planning skills</li><li style="color: black;">Demonstrated strong written and verbal communication skills</li><li style="color: black;">Demonstrated strong facilitation and presentation skills</li><li style="color: black;">Demonstrated problem solving and decision-making skills</li><li style="color: black;">Proven ability to manage conflict and appropriately challenge organizational thinking</li><li style="color: black;">Demonstrated ability of strong collaboration skills and as a strong contributing team member</li><li style="color: black;">Dynamic, resourceful self-starter who can work independently and drive results</li></ul>
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Company Overview
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Wood is a global leader in engineering and consultancy across energy and the built environment, helping to unlock solutions to some of the world’s most critical challenges. We provide consulting, projects and operations solutions in more than 60 countries, employing around 40,000 people. <a href="http://www.woodplc.com" rel="noopener" target="_blank">www.woodplc.com</a>
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Diversity Statement
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We are an equal opportunity employer that recognises the value of a diverse workforce. All suitably qualified applicants will receive consideration for employment on the basis of objective criteria and without regard to the following (which is a non-exhaustive list): race, colour, age, religion, gender, national origin, disability, sexual orientation, gender identity, protected veteran status, or other characteristics in accordance with the relevant governing laws.
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The Senior People & Organization Business Partner is responsible for delivering the people agenda, partnering with senior leaders and managers, providing advice in people management practices, and developing solutions to support leaders across the employee life-cycle. Key responsibilities include strategic leadership in P&O, supporting organization design, talent management, performance management, and employee engagement, as well as driving change initiatives and workforce planning.

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Overview / Responsibilities
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The People &amp; Organization (P&amp;O) Senior Business Partner is responsible for the delivery of the people agenda in their area of operational responsibility, partnering with senior leaders and managers in the business, providing advice and counsel in people management practices in support of delivering and executing the business plan. The Senior Business Partner will have significant business partner experience and be responsible for a business area across multiple clients, services, or locations with the ability to work independently on most elements of the role. The role provides guidance and coaching for effective people management, and it is responsible for developing and implementing solutions to support leaders across the entire employee life-cycle. This role partners with the business, in conjunction with the other P&amp;O Functions, to plan, drive, and support large-scale change initiatives, organization design and effectiveness, change management, workforce planning, recognition strategies, and other strategic activities and processes; consult on short and long-term employee engagement strategies, and deliver employee engagement guidance and tools; drive the talent agenda and facilitate talent management, including consulting on talent needs and mix, retention strategies, and succession planning; facilitate performance management; and help manage risk mitigation through proactive and effective employee and industrial relations. This role is responsible for developing effective leadership and appropriate development of people and skills within their area of responsibility. The role acts as coach and counsel on people related issues, forming robust stakeholder relationships, with a significant amount of influence required. Authorization to work "lawfully" in the US without sponsorship from Wood is required.  Key Accountabilities &amp; Responsibilities<ul><li style="margin-left: .25in;">Provide strategic P&amp;O leadership and consultation focused on creating innovative P&amp;O strategies to anticipate and assess emerging business, organization or people trends, and identify and implement the appropriate solutions to assigned client groups.</li><li style="margin-left: .25in;">Identify and deliver solutions to support business leaders on decisions related to organization design, change management, talent and performance management, engagement, recruitment, and compensation. </li><li style="margin-left: .25in;">Works with business leaders to define and align the talent strategy, improving organizational performance, and developing capabilities that deliver business results. </li><li style="margin-left: .25in;">Closely partners with organizational leadership on a broad range of strategic P&amp;O services, providing coaching and consultation that contributes to the client strategy and business goals.</li><li style="margin-left: .25in;">Collaborate with P&amp;O functional partners to execute P&amp;O strategies to enable business objectives and support future business growth.</li><li style="margin-left: .25in;">Strategically assesses talent, compensation, engagement, performance, and change management needs, and aligns multiple P&amp;O processes and programs to deliver holistic solutions to achieve desired results and impact the business. </li><li style="margin-left: .25in;">Integral member of the business partner team, supporting client groups and acting as a change agent in the business to maximize all aspects of people performance. </li><li style="margin-left: .25in;">Provides advice and support for organizational change, with an established reputation and track record as a trusted, effective, and collaborative partner.</li><li style="margin-left: .25in;">Maintains an effective level of business acumen to provide a consultative approach to delivery of HR services. Leverages P&amp;O/business skills and knowledge to appropriately challenge or influence leadership in decision-making processes.</li><li style="margin-left: .25in;">Supports employee communication and engagement.</li><li style="margin-left: .25in;">Supports and participates in emergency response activities.</li><li style="margin-left: .25in;">Supports the creation of an organizational culture which fosters innovation and collaboration, continuous improvement, and change.</li></ul>
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Qualifications
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<ul><li style="color: black;">7+ years progressive Human Resources experience in strategic business partnering, engagement, employee relations, talent management, compensation, benefits, and performance management</li><li style="color: black;">Bachelor’s degree in Human Resources, business, or related field; HR Certification preferred</li><li style="color: black;">Strong HR Business Partner experience in a dynamic environment is required</li><li style="color: black;">Proven experience consulting on large-scale change management</li><li style="color: black;">Proven knowledge of HR industry practices, across multiple HR functions</li><li style="color: black;">Demonstrated ability to influence and partner within a diverse organization to help drive business results, with a focus on alignment to both business and HR strategy/priorities </li><li style="color: black;">Demonstrated ability to build strong relationships with leaders and staff at all levels, and seen as a trusted coach and advisor</li><li style="color: black;">Ability to influence and problem solve in the areas of change management, organization design and effectiveness, workforce planning, employee engagement, talent management, performance management, and employee relations</li><li style="color: black;">Must be able to provide creative solutions and unique approaches to P&amp;O/business challenges</li><li style="color: black;">Must be an authentic thought partner with confidence and courage to stretch boundaries and appropriately challenge</li><li style="color: black;">Proven experience in managing multiple projects simultaneously, with strong prioritization skills</li><li style="color: black;">Demonstrated strong integration and strategic planning skills</li><li style="color: black;">Demonstrated strong written and verbal communication skills</li><li style="color: black;">Demonstrated strong facilitation and presentation skills</li><li style="color: black;">Demonstrated problem solving and decision-making skills</li><li style="color: black;">Proven ability to manage conflict and appropriately challenge organizational thinking</li><li style="color: black;">Demonstrated ability of strong collaboration skills and as a strong contributing team member</li><li style="color: black;">Dynamic, resourceful self-starter who can work independently and drive results</li></ul>
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Company Overview
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Wood is a global leader in engineering and consultancy across energy and the built environment, helping to unlock solutions to some of the world’s most critical challenges. We provide consulting, projects and operations solutions in more than 60 countries, employing around 40,000 people. <a href="http://www.woodplc.com" rel="noopener" target="_blank">www.woodplc.com</a>
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Diversity Statement
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We are an equal opportunity employer that recognises the value of a diverse workforce. All suitably qualified applicants will receive consideration for employment on the basis of objective criteria and without regard to the following (which is a non-exhaustive list): race, colour, age, religion, gender, national origin, disability, sexual orientation, gender identity, protected veteran status, or other characteristics in accordance with the relevant governing laws.
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Houston

HR Certification preferred

Proven knowledge of HR industry practices across multiple HR functions

Ability to provide creative solutions and unique approaches to P&O/business challenges

7+ years progressive Human Resources experience in strategic business partnering, engagement, employee relations, talent management, compensation, benefits, and performance management

Bachelor’s degree in Human Resources, business, or related field; HR Certification preferred

Strong HR Business Partner experience in a dynamic environment is required

Proven experience consulting on large-scale change management

Human Resources

Talent Management

Change Management

Performance Management

Employee Engagement

Coaching

Consultation

Collaboration

Problem Solving

Communication

Influencing

Senior People & Organization Business Partner

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About Us


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<center></center>Group 1 Automotive, Inc. (NYSE: GPI) is a Fortune 250 leader in global automotive retail, operating more than 250 dealerships and collision centers across the United States and United Kingdom. As the 4th largest dealership group in the U.S., Group 1 delivers a fully integrated automotive experience, including vehicle sales, financing, aftersales service, and digital retail solutions. As the automotive industry continues to evolve, Group 1 is investing in the people, technology, and operational excellence needed to shape what comes next. Our work is grounded in a simple belief, that a better experience for customers starts with an exemplary experience for employees. At Group 1, our commitment is to keep finding smarter ways to serve our customers and support one another. We believe great careers are built in environments where people are trusted, challenged, and given room to grow. If you share our core values of integrity, transparency, professionalism, teamwork, and respect, you can get more with Group 1. More opportunity. More support. More ways to build a career that moves you forward.

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Overview


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Group 1 Automotive, Inc. is seeking to hire a Senior People Operations Business Partner. This position serves as a strategic HR advisor to one of the Company's largest dealership markets, partnering closely with business leaders to drive organizational effectiveness, workforce performance, and employee engagement across a multi-store retail environment. The Senior People Operations Business Partner serves as the strategic HR advisor to one of Group 1 Automotive's largest dealership markets, partnering closely with General Managers, Market Directors, Fixed Operations leaders, and corporate leadership to drive business performance through talent, culture, and organizational effectiveness. This is a highly visible role requiring strong business acumen, executive presence, and the ability to influence leaders at all levels of the organization. The Business Partner serves as the primary advisor on complex employee relations matters, leading workplace investigations, coaching leaders through sensitive employee situations, interpreting policy and navigating employment law and compliance, and mitigating organizational risk. This role also drives organizational change, talent management, leadership development, and workforce planning initiatives while leveraging workforce analytics to deliver data-driven insights and practical HR solutions that support business performance.Embedded within dealership operations, this role translates business objectives into people strategies that support revenue growth, customer experience, and workforce effectiveness across retail sales, Fixed Operations (Service and Parts), and Finance &amp; Insurance (F&amp;I). The Business Partner partners with business leaders to influence key operational outcomes, including sales performance, customer satisfaction, technician productivity, employee retention, succession planning, and workforce planning. The ideal candidate is a proactive, self-motivated HR leader who thrives in a fast-paced, high-volume retail environment. This individual must be comfortable navigating ambiguity, managing multiple priorities independently, and building strong partnerships across the business while appropriately challenging leaders to achieve the best outcomes for the organization and its employees. This position requires regular travel within the assigned market and flexibility to support dealership operations, including occasional evenings and weekends as business needs require.
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Responsibilities


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Employee Relations &amp; Investigations<ul style="margin-top: 0in;"><li>Lead complex employee relations matters, including workplace investigations, policy interpretation, conflict resolution, corrective actions, and performance management.</li><li>Ensure consistent application of Company policies while mitigating organizational risk.</li><li>Partner with Legal and other internal stakeholders on sensitive employee matters as needed.</li></ul>Strategic Business Partnership<ul style="margin-top: 0in;"><li>Serve as the primary People Operations Business Partner for an assigned dealership market, supporting General Managers, Market Directors, and operational leadership.</li><li>Build trusted relationships with business leaders by providing strategic HR guidance aligned with operational and financial objectives.</li><li>Coach, influence, and challenge leaders on organizational effectiveness, workforce planning, employee engagement, and performance management.</li><li>Partner with leadership to develop action plans that improve retention, productivity, and overall business performance.</li></ul>Talent Management &amp; Organizational Effectiveness<ul style="margin-top: 0in;"><li>Partner with business leaders to develop talent strategies that support current and future business needs.</li><li>Facilitate talent review and calibration sessions to identify high-potential talent and support succession planning initiatives.</li><li>Identify organizational capability gaps and implement development strategies to strengthen leadership pipelines.</li><li>Support acquisitions, reorganizations, and organizational change initiatives.</li></ul>Workforce Analytics &amp; Business Insights<ul style="margin-top: 0in;"><li>Analyze workforce metrics and People Operations data to identify trends, risks, and opportunities for continuous improvement.</li><li>Translate workforce analytics into actionable recommendations that support business objectives.</li><li>Partner with leaders to develop data-driven action plans related to turnover, engagement, staffing, and organizational performance.</li></ul>Change Management<ul style="margin-top: 0in;"><li>Lead organizational change initiatives by developing communication, implementation, and adoption strategies.</li><li>Guide leaders through periods of organizational change while maintaining employee engagement and operational continuity.</li><li>Promote consistent People Operations practices and operational excellence across multiple dealership locations.</li></ul>Cross-Functional Collaboration<ul style="margin-top: 0in;"><li>Partner with Talent Acquisition, People Operations, Compensation, Benefits, Payroll, Learning &amp; Development, and other Centers of Excellence to deliver integrated HR solutions.</li><li>Share best practices across markets and contribute to the continuous improvement and growth of People Operations processes and programs.</li><li>Independently manage workload, calendar, travel schedule, and business priorities in a dynamic environment.</li></ul>
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Qualifications


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<ul style="margin-top: 0in;"><li>Bachelor's degree in Human Resources, Business Administration, or a related field.</li><li>7+ years of progressive Human Resources Business Partner or HR Generalist experience supporting field operations.</li><li>Experience supporting retail, automotive, hospitality, healthcare, manufacturing, or other high-volume, customer-facing organizations.</li><li>Demonstrated success partnering directly with General Managers, Regional or Market Directors, and operational leadership.</li><li>Extensive experience leading employee investigations and resolving complex workplace issues.</li><li>Experience driving organizational change and influencing business leaders.</li><li>Strong knowledge of:</li><ul style="margin-top: 0in;"><li>Organizational design</li><li>Talent management</li><li>Succession planning</li><li>Workforce planning</li><li>Performance management</li></ul><li>Experience leveraging workforce analytics to drive business decisions.</li><li>Exceptional communication, presentation, and relationship-building skills.</li><li>Strong organizational skills with the ability to manage multiple priorities independently.</li><li>Strong knowledge of federal and state employment laws and HR compliance.</li><li>Willingness to travel regularly within the assigned market.</li></ul>Preferred<ul style="margin-top: 0in;"><li>Experience supporting a Fortune 200, Fortune 250, or similarly large multi-site organization with high turnover</li><li>Field HR experience.</li><li>Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR).</li></ul>
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Equal Opportunity Employer


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We are an Equal Opportunity Employer and do not discriminate based on race, color, religion, sex, national origin, age, disability, or any other protected status. Employment is contingent upon successfully completing all applicable pre-employment requirements in accordance with federal, state, and local law.

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Serve as a strategic HR advisor to one of the Company's largest dealership markets, partnering closely with business leaders to drive organizational effectiveness, workforce performance, and employee engagement. Lead complex employee relations matters, drive organizational change, talent management, leadership development, and workforce planning initiatives while leveraging workforce analytics to deliver data-driven insights.

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About Us


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<center></center>Group 1 Automotive, Inc. (NYSE: GPI) is a Fortune 250 leader in global automotive retail, operating more than 250 dealerships and collision centers across the United States and United Kingdom. As the 4th largest dealership group in the U.S., Group 1 delivers a fully integrated automotive experience, including vehicle sales, financing, aftersales service, and digital retail solutions. As the automotive industry continues to evolve, Group 1 is investing in the people, technology, and operational excellence needed to shape what comes next. Our work is grounded in a simple belief, that a better experience for customers starts with an exemplary experience for employees. At Group 1, our commitment is to keep finding smarter ways to serve our customers and support one another. We believe great careers are built in environments where people are trusted, challenged, and given room to grow. If you share our core values of integrity, transparency, professionalism, teamwork, and respect, you can get more with Group 1. More opportunity. More support. More ways to build a career that moves you forward.

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Overview


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Group 1 Automotive, Inc. is seeking to hire a Senior People Operations Business Partner. This position serves as a strategic HR advisor to one of the Company's largest dealership markets, partnering closely with business leaders to drive organizational effectiveness, workforce performance, and employee engagement across a multi-store retail environment. The Senior People Operations Business Partner serves as the strategic HR advisor to one of Group 1 Automotive's largest dealership markets, partnering closely with General Managers, Market Directors, Fixed Operations leaders, and corporate leadership to drive business performance through talent, culture, and organizational effectiveness. This is a highly visible role requiring strong business acumen, executive presence, and the ability to influence leaders at all levels of the organization. The Business Partner serves as the primary advisor on complex employee relations matters, leading workplace investigations, coaching leaders through sensitive employee situations, interpreting policy and navigating employment law and compliance, and mitigating organizational risk. This role also drives organizational change, talent management, leadership development, and workforce planning initiatives while leveraging workforce analytics to deliver data-driven insights and practical HR solutions that support business performance.Embedded within dealership operations, this role translates business objectives into people strategies that support revenue growth, customer experience, and workforce effectiveness across retail sales, Fixed Operations (Service and Parts), and Finance &amp; Insurance (F&amp;I). The Business Partner partners with business leaders to influence key operational outcomes, including sales performance, customer satisfaction, technician productivity, employee retention, succession planning, and workforce planning. The ideal candidate is a proactive, self-motivated HR leader who thrives in a fast-paced, high-volume retail environment. This individual must be comfortable navigating ambiguity, managing multiple priorities independently, and building strong partnerships across the business while appropriately challenging leaders to achieve the best outcomes for the organization and its employees. This position requires regular travel within the assigned market and flexibility to support dealership operations, including occasional evenings and weekends as business needs require.
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Responsibilities


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Employee Relations &amp; Investigations<ul style="margin-top: 0in;"><li>Lead complex employee relations matters, including workplace investigations, policy interpretation, conflict resolution, corrective actions, and performance management.</li><li>Ensure consistent application of Company policies while mitigating organizational risk.</li><li>Partner with Legal and other internal stakeholders on sensitive employee matters as needed.</li></ul>Strategic Business Partnership<ul style="margin-top: 0in;"><li>Serve as the primary People Operations Business Partner for an assigned dealership market, supporting General Managers, Market Directors, and operational leadership.</li><li>Build trusted relationships with business leaders by providing strategic HR guidance aligned with operational and financial objectives.</li><li>Coach, influence, and challenge leaders on organizational effectiveness, workforce planning, employee engagement, and performance management.</li><li>Partner with leadership to develop action plans that improve retention, productivity, and overall business performance.</li></ul>Talent Management &amp; Organizational Effectiveness<ul style="margin-top: 0in;"><li>Partner with business leaders to develop talent strategies that support current and future business needs.</li><li>Facilitate talent review and calibration sessions to identify high-potential talent and support succession planning initiatives.</li><li>Identify organizational capability gaps and implement development strategies to strengthen leadership pipelines.</li><li>Support acquisitions, reorganizations, and organizational change initiatives.</li></ul>Workforce Analytics &amp; Business Insights<ul style="margin-top: 0in;"><li>Analyze workforce metrics and People Operations data to identify trends, risks, and opportunities for continuous improvement.</li><li>Translate workforce analytics into actionable recommendations that support business objectives.</li><li>Partner with leaders to develop data-driven action plans related to turnover, engagement, staffing, and organizational performance.</li></ul>Change Management<ul style="margin-top: 0in;"><li>Lead organizational change initiatives by developing communication, implementation, and adoption strategies.</li><li>Guide leaders through periods of organizational change while maintaining employee engagement and operational continuity.</li><li>Promote consistent People Operations practices and operational excellence across multiple dealership locations.</li></ul>Cross-Functional Collaboration<ul style="margin-top: 0in;"><li>Partner with Talent Acquisition, People Operations, Compensation, Benefits, Payroll, Learning &amp; Development, and other Centers of Excellence to deliver integrated HR solutions.</li><li>Share best practices across markets and contribute to the continuous improvement and growth of People Operations processes and programs.</li><li>Independently manage workload, calendar, travel schedule, and business priorities in a dynamic environment.</li></ul>
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Qualifications


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<ul style="margin-top: 0in;"><li>Bachelor's degree in Human Resources, Business Administration, or a related field.</li><li>7+ years of progressive Human Resources Business Partner or HR Generalist experience supporting field operations.</li><li>Experience supporting retail, automotive, hospitality, healthcare, manufacturing, or other high-volume, customer-facing organizations.</li><li>Demonstrated success partnering directly with General Managers, Regional or Market Directors, and operational leadership.</li><li>Extensive experience leading employee investigations and resolving complex workplace issues.</li><li>Experience driving organizational change and influencing business leaders.</li><li>Strong knowledge of:</li><ul style="margin-top: 0in;"><li>Organizational design</li><li>Talent management</li><li>Succession planning</li><li>Workforce planning</li><li>Performance management</li></ul><li>Experience leveraging workforce analytics to drive business decisions.</li><li>Exceptional communication, presentation, and relationship-building skills.</li><li>Strong organizational skills with the ability to manage multiple priorities independently.</li><li>Strong knowledge of federal and state employment laws and HR compliance.</li><li>Willingness to travel regularly within the assigned market.</li></ul>Preferred<ul style="margin-top: 0in;"><li>Experience supporting a Fortune 200, Fortune 250, or similarly large multi-site organization with high turnover</li><li>Field HR experience.</li><li>Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR).</li></ul>
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Equal Opportunity Employer


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We are an Equal Opportunity Employer and do not discriminate based on race, color, religion, sex, national origin, age, disability, or any other protected status. Employment is contingent upon successfully completing all applicable pre-employment requirements in accordance with federal, state, and local law.

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77024

Experience supporting a Fortune 200, Fortune 250, or similarly large multi-site organization with high turnover.

Field HR experience.

Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR).

Bachelor's degree in Human Resources, Business Administration, or a related field.

7+ years of progressive Human Resources Business Partner or HR Generalist experience supporting field operations.

Extensive experience leading employee investigations and resolving complex workplace issues.

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