Human Resources Business Partner-logistics

JD.COM; Paris; Sur place; EUR 60 000 - 80 000; Plein temps

Résumé du poste

A leading company in the logistics sector is seeking an HR Business Partner to align HR strategies with business objectives. The role requires expertise in talent management, employee relations, and a deep understanding of labor laws. Ideal candidates will have extensive HR experience in a logistics environment, showcasing skills in problem-solving, communication, and business acumen.

Qualifications

• 5+ years of progressive HR experience.
• Expertise in labor law and employee relations.
• Ability to influence and coach at all levels.

Responsabilités

• Partner closely with Talent Acquisition for recruitment.
• Lead performance management strategies.
• Foster a positive, inclusive work environment.

Connaissances

Communication

Problem Solving

Business Acumen

Formation

Bachelor's degree in Human Resources

Outils

Microsoft Office Suite

HRIS systems

Description du poste

• Build trusted advisor relationships with Operations, Transportation, and Warehouse leadership teams (Manager / Director / VP level).
• Understand the unique operational challenges, financial drivers (e.g., cost per mile, warehouse efficiency), and workforce dynamics of the logistics sector.
• Proactively identify HR needs and develop tailored solutions that support business objectives, safety goals, and operational excellence.
• Translate business goals into HR priorities, workforce plans, and talent strategies.
• Partner on organizational design, restructuring, and change management initiatives specific to logistics workflows.

2.Talent Management & Development :

• Full Cycle Support : Partner closely with Talent Acquisition and hiring managers to ensure timely and effective recruitment for critical roles (Drivers, Warehouse Associates, Supervisors, Dispatchers, Operations Mgmt) in a competitive labor market. Leverage industry networks.
• Performa nce Management : Lead and coach managers through the performance review cycle. Develop strategies to address performance gaps, including performance improvement plans (PIPs) and skill development.
• Succession Planning : Identify high-potential talent within operations and develop robust succession plans for key roles.
• Employee Development : Partner with L&D to identify, develop, and deliver training programs addressing critical logistics needs (safety, compliance, leadership, technical skills).Engagement Retention : Proactively diagnose engagement issues using data (surveys, turnover rates, exit interviews) and develop / execute action plans to improve retention, particularly in high-turnover operational roles.

3.Employee Relations & Labor Law Expertise :

• Provide expert guidance and coaching to managers on complex employee relations matters (attendance, discipline, investigations, accommodations) within a union or non-union environment.
• Conduct thorough, objective, and timely investigations into employee concerns and complaints.
• Interpret and ensure consistent application of company policies, collective agreements (if applicable), and relevant employment legislation (FLSA, FMLA, ADA, EEO, DOT, OSHA, state / local laws).
• Deep understanding of DOT / FMCSA regulations impacting drivers is highly valued.Mitigate organizati onal risk through proactive compliance and sound ER practices.

4.Compensation Benefits Support :

• Partner with COEs (Centers of Excellence) or provide direct support on compensation reviews, benchmarking (especially for CDL drivers, warehouse labor), and job evaluations.
• Communicate and educate employees and managers on compensation programs and benefits.

5.HR Analytics &Metrics :

• Track, analyze, and leverage key HR metrics (turnover, time-to-fill, engagement scores, safety incident rates) specific to logistics operations to identify trends, measure HR effectiveness, and drive data-informed decisions and reporting to leadership.
• Understand how labor costs and workforce productivity directly impact the P&L of operational units.

6.Culture & ChangeChampion :

• Proactively foster a positive, inclusive, and safety-focused work environment aligned with company values.Act as a change agent, supporting leaders and employees through operational changes and organizational initiatives.

Required Qualifications Experience :

• Education : Bachelor's degree in Human Resources, Business Administration, or a related field.
• Experience : Minimum 5+ years of progressive Human Resources experience, with at least 3 years specifically in an HR Business Partner role.
• Industry Focus : Demonstrated HR experience supporting client groups within the logistics, transportation, warehousing, supply chain, or 3PL industry.
• Core HR Knowledge : Proven expertise across the full spectrum of HR disciplines : talent acquisition, performance management, employee relations, compensation fundamentals, benefits, employment law, HRIS, and workforce planning.
• Employee Relations : Extensive experience advising managers, conducting investigations, and resolving complex ER issues.Labor Law : In-depth knowledge of federal, state, and local employment laws (FLSA, FMLA, ADA, EEO, etc.).
• Communication & Influence : Exceptional interpersonal, communication (written & verbal), and relationship-building skills.
• Ability to influence and coach at all levels, including senior operational leaders. Ability to communicate effectively with a diverse, non-exempt workforce.
• Problem Solving & Judgment : Strong critical thinking, problem-solving, analytical, and decision-making skills with sound judgment and discretion. Comfortable making decisions with incomplete information.
• Business Acumen : Demonstrated ability to understand business operations, financial metrics, and link HR initiatives to business outcomes.Agility & Resilience : Thrives in a fast-paced,dynamic operational environment.
• Comfortable with ambiguity and frequent change.

Highly Preferred Qualifications :

• Direct Experience inWarehousing / Distribution Center (DC) or Fleet Operations Support.Experience in a unionized environment (including contract interpretation and grievance handling).
• Direct experience supporting significant hourly / blue-collar populations.Expertise in DOT / FMCSA regulations pertaining to drivers.
• Strong proficiency with HRIS systems (e.g., Workday, SAP SuccessFactors, UKG) and Microsoft Office Suite (especially Excel).
• Experience in a 24 / 7 operational environment.