Regional Human Resources Business Partner

Your Role:

At Ports America, the Human Resources Business Partner will support assigned operation site(s) leadership and employees on key employee engagement topics, deploy and guide Human Resource programs and processes locally. The HRBP will have responsibility for the broader employee lifecycle for local employee base to include Onboarding, Employee Relations/Engagement, Performance Management, Compliance, and Training across the area of responsibility.

• Act as the first line of contact for all HR related matters for assigned operation site(s).
• Provide onsite support of all company HR policies, processes, and programs.
• Ensure all policies, processes and programs align with company standards at the local level.
• Ensure all local legal matters are escalated in a timely matter to leadership.
• Provide, prepare, and maintain documentation on all employee matters at the local level and report to leadership as escalation.
• Responsible for all HR data integrity in the HR systems.
• Assist local managers in employee relations matters and adherence to company policies, procedures, and programs.
• Support performance management process, training and coaching for managers and employees on goal planning, annual reviews, and workforce assessment and planning.
• Support diversity and inclusivity engagement at all levels and in the local communities within the assigned operation site(s).
• Assist in the leave of absence management process with employees and leave administrators.
• Ensure legal compliance on people matters at the local level escalating matters to leadership as appropriate.
• Engage the Talent Acquisition team in recruiting needs for operational and/or support roles for the assigned operation site(s), participating in recruiting related events and activities as needed.
• Manage new hire transitions to include onboarding and/or internal transitions.
• Investigate employee complaints and escalate matters with recommendations to leadership.
• Manage the separation processes to include exit interviews.
• Perform analysis of turnover to proactively develop plans to address and minimize controllable turnover.
• Maintain organizational charts for assigned groups.
• Create presentation materials as requested.
• Work on site at a Ports America location within the assigned operation site(s).
• Attending all leadership meetings for assigned operational region.
• Travel: up to 50% within assigned operational region.
• Region(s) May Include: Pacific Coast, Pacific Northwest, Gulf Coast Region

Compensation: $125K

NOTE: This job description is not intended to be all-inclusive. Employees may perform other related duties as needed to meet the ongoing needs of the organization.

Ports America is an Equal Opportunity Employer encouraging diversity in the workplace. All qualified applicants will receive consideration for employment without regard to race; color; religion; national origin; sex (including pregnancy); sexual orientation; gender identity and/or expression; age; disability; genetic information, citizenship status; military service obligations or any other category protected by applicable federal, state, or local law.

This role does not offer sponsorship for work authorization. External applicants must be eligible to work in the US.

If you require additional information about our comprehensive data privacy policy (https://www.portsamerica.com/assets/pdf/CCPA Employee Compliance Notice.pdf), we invite you to contact us via email at human.resources@portsamerica.com. Our dedicated team at Ports America will be pleased to address any specific inquiries or concerns you may have regarding the handling, protection, and security of your data. We are committed to ensuring the utmost privacy and confidentiality of your personal information and will gladly provide you with the necessary details to help you better understand our practices and protocols.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)