Job Description
Overview: The HR Business Partner (HRBP), Corporate, serves as a strategic advisor and hands-on partner to corporate leadership supporting a diverse portfolio of functions including Sales & Marketing, Accounting & Finance, Supply Chain, Merchandising & Procurement, and Claims.
This role partners closely with senior leaders to drive organizational effectiveness, talent strategy, and people initiatives that align with business objectives.
This position requires a strong balance of strategic influence, analytical rigor, and operational HR execution, with demonstrated experience navigating organizational change, compensation and wage equity analysis, and complex employee relations matters.
Key Responsibilities: Strategic HR Partnership Act as a trusted advisor to senior leaders and department heads, translating business goals into effective people strategies.Partner with leaders to proactively identify workforce risks, talent gaps, and organizational opportunities.Coach leaders on performance management, employee engagement, leadership effectiveness, and decision-making.Participate in leadership and planning meetings to provide an HR perspective on growth, scalability, and risk mitigation.
Organizational Design & Job Reorganization Lead and support job reorganization initiatives, including role redesign, consolidation, expansion, and creation aligned with evolving business needs.Work closely with the Compensation team to conduct job evaluations and leveling to ensure internal equity, clarity of accountability, and appropriate span of control.Partner with leaders during restructures, integrations, or realignments to manage change, communications, and employee impact.Develop and maintain accurate job descriptions that reflect operational reality and regulatory requirements.
Compensation, Salary & Wage Equity Analysis Partner with compensation and finance teams to perform salary and wage disparity analyses across exempt and non-exempt populations to ensure internal equity, market competitiveness, and compliance.Partner with Sales and Finance leadership on sales compensation plan assessments, including role alignment, incentive structures, and effectiveness reviewsSupport compensation planning, job leveling, and role alignment efforts across corporate functionsPartner with Compensation and Finance to support pay structure design, incentive plans, and merit cycles.Advise leaders on compensation decisions, including promotions, adjustments, and retention actions.Support compliance with federal, state, and local pay equity and transparency laws.
Employee Relations & Performance Management Independently manage complex employee relations matters, including investigations, performance issues, disciplinary actions, accommodations, and terminations.Ensure consistent, fair, and legally compliant application of company policies and practices.Partner with Legal, Compliance, and Food Safety teams as needed on sensitive or high-risk matters.Coach managers on effective documentation, corrective action, and conflict resolution.
Talent Management, Culture & Workforce Planning Support workforce planning efforts in partnership with Finance and business leaders, including headcount planning and budgeting.Partner with Talent Acquisition on hiring strategies, role prioritization, and candidate selection for corporate roles.Support succession planning and talent development initiatives for critical roles.Identify development needs and partner with L&D to deliver targeted solutions.Conduct stay interview, focus groups and lead employee survey results and action plan activities.
Support employee recognition, retention initiatives, and People Operations programs that foster engagement and belonging.
Change Management & Communications Lead and support change management initiatives related to organizational growth, technology implementations, policy changes, and process improvements.Develop and execute communication strategies that drive understanding, adoption, and engagement.Serve as a stabilizing presence during periods of ambiguity or transformation.
Policy, Compliance & Risk Management Partner with Director of Compliance to ensure compliance with employment laws and regulations across multiple jurisdictions.Interpret and apply company policies while recommending updates based on business or regulatory changes.Support audits, investigations, and regulatory inquiries as needed, particularly within food manufacturing and safety-regulated environments.Mitigate people-related risk through proactive interventions and leader education.
Data & Reporting Maintain accurate employee records and ensure data integrity in HR systems.Generate HR metrics such as turnover, attendance trends, headcount, and employee relations reporting.Identify patterns and insights from data to recommend operational improvements.
Qualifications: Bachelors degree in Human Resources, Business Administration, Organizational Development, Industrial Relations, or a related field.Minimum of 510 years of progressive HR experience, including experience as an HR Business Partner or HR leader supporting corporate or professional functions.Demonstrated experience supporting multiple functional groups simultaneously (e.g., Sales, Finance, Operations, Technology).Demonstrated expertise in job reorganization, organizational design, and job leveling.Advanced employee relations experience, including investigations and high-risk matters.Strong business acumen with the ability to influence at the senior leadership level.Ability to operate both strategically and tactically in a fast-paced environment.Bilingual (English/Spanish) strongly preferred for workforce support.SHRM certification a plus.
Working Conditions: On-site visibility required including being comfortable in refrigerated warehouse setting.Requires walking the floor, engaging with employees across multiple shifts and occasional early morning, late-evening or weekend support.
This role is based out of Baldors corporate headquarters in the Bronx but will require some (10%) travel to other Baldor facilities.
#LI-AB1 #LI-Hybrid
This role partners closely with senior leaders to drive organizational effectiveness, talent strategy, and people initiatives that align with business objectives.
This position requires a strong balance of strategic influence, analytical rigor, and operational HR execution, with demonstrated experience navigating organizational change, compensation and wage equity analysis, and complex employee relations matters.
Key Responsibilities: Strategic HR Partnership Act as a trusted advisor to senior leaders and department heads, translating business goals into effective people strategies.Partner with leaders to proactively identify workforce risks, talent gaps, and organizational opportunities.Coach leaders on performance management, employee engagement, leadership effectiveness, and decision-making.Participate in leadership and planning meetings to provide an HR perspective on growth, scalability, and risk mitigation.
Organizational Design & Job Reorganization Lead and support job reorganization initiatives, including role redesign, consolidation, expansion, and creation aligned with evolving business needs.Work closely with the Compensation team to conduct job evaluations and leveling to ensure internal equity, clarity of accountability, and appropriate span of control.Partner with leaders during restructures, integrations, or realignments to manage change, communications, and employee impact.Develop and maintain accurate job descriptions that reflect operational reality and regulatory requirements.
Compensation, Salary & Wage Equity Analysis Partner with compensation and finance teams to perform salary and wage disparity analyses across exempt and non-exempt populations to ensure internal equity, market competitiveness, and compliance.Partner with Sales and Finance leadership on sales compensation plan assessments, including role alignment, incentive structures, and effectiveness reviewsSupport compensation planning, job leveling, and role alignment efforts across corporate functionsPartner with Compensation and Finance to support pay structure design, incentive plans, and merit cycles.Advise leaders on compensation decisions, including promotions, adjustments, and retention actions.Support compliance with federal, state, and local pay equity and transparency laws.
Employee Relations & Performance Management Independently manage complex employee relations matters, including investigations, performance issues, disciplinary actions, accommodations, and terminations.Ensure consistent, fair, and legally compliant application of company policies and practices.Partner with Legal, Compliance, and Food Safety teams as needed on sensitive or high-risk matters.Coach managers on effective documentation, corrective action, and conflict resolution.
Talent Management, Culture & Workforce Planning Support workforce planning efforts in partnership with Finance and business leaders, including headcount planning and budgeting.Partner with Talent Acquisition on hiring strategies, role prioritization, and candidate selection for corporate roles.Support succession planning and talent development initiatives for critical roles.Identify development needs and partner with L&D to deliver targeted solutions.Conduct stay interview, focus groups and lead employee survey results and action plan activities.
Support employee recognition, retention initiatives, and People Operations programs that foster engagement and belonging.
Change Management & Communications Lead and support change management initiatives related to organizational growth, technology implementations, policy changes, and process improvements.Develop and execute communication strategies that drive understanding, adoption, and engagement.Serve as a stabilizing presence during periods of ambiguity or transformation.
Policy, Compliance & Risk Management Partner with Director of Compliance to ensure compliance with employment laws and regulations across multiple jurisdictions.Interpret and apply company policies while recommending updates based on business or regulatory changes.Support audits, investigations, and regulatory inquiries as needed, particularly within food manufacturing and safety-regulated environments.Mitigate people-related risk through proactive interventions and leader education.
Data & Reporting Maintain accurate employee records and ensure data integrity in HR systems.Generate HR metrics such as turnover, attendance trends, headcount, and employee relations reporting.Identify patterns and insights from data to recommend operational improvements.
Qualifications: Bachelors degree in Human Resources, Business Administration, Organizational Development, Industrial Relations, or a related field.Minimum of 510 years of progressive HR experience, including experience as an HR Business Partner or HR leader supporting corporate or professional functions.Demonstrated experience supporting multiple functional groups simultaneously (e.g., Sales, Finance, Operations, Technology).Demonstrated expertise in job reorganization, organizational design, and job leveling.Advanced employee relations experience, including investigations and high-risk matters.Strong business acumen with the ability to influence at the senior leadership level.Ability to operate both strategically and tactically in a fast-paced environment.Bilingual (English/Spanish) strongly preferred for workforce support.SHRM certification a plus.
Working Conditions: On-site visibility required including being comfortable in refrigerated warehouse setting.Requires walking the floor, engaging with employees across multiple shifts and occasional early morning, late-evening or weekend support.
This role is based out of Baldors corporate headquarters in the Bronx but will require some (10%) travel to other Baldor facilities.
#LI-AB1 #LI-Hybrid
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