Director, Business Partnership & Employee Relations

Landstar System, Inc.; Jacksonville (FL); On-site; USD 140,000 - 190,000; Full time

Job summary

Landstar System, Inc. in Jacksonville is seeking a Director, Business Partnership & Employee Relations to lead a team of HR professionals and align people strategy with business goals.

You will coach leaders, drive workforce planning, and manage employee relations, policy governance, and change initiatives. You will partner with senior leaders, set standards for HR service delivery, support regulatory compliance, and foster an inclusive culture while focusing on operational excellence and

Qualifications

• Bachelor’s degree in human resources, business administration, organizational development, or a related field.
• 8 years of Human Resources experience, including experience as a HR Business Partner.
• 3 years of experience with complex employee relations, organizational effectiveness, workforce planning, talent management, policy development, or employment compliance.
• 2 years of experience leading people.
• Master’s degree in human resources, business administration, organizational development, or a related field (preferred).
• SHRM-SCP, SPHR, or comparable advanced HR certification (preferred).
• 2 years’ experience supporting multi-site or geographically dispersed operations (preferred).
• 2 years’ experience in transportation, logistics, operations, or another service-oriented or entrepreneurial industry (preferred).
• Bi-lingual Spanish speaker (preferred).

Responsibilities

• Lead, coach, and develop a team that may include HR Business Partners, HR Managers, HR Generalists, and/or Employee Relations associates, establishing clear priorities, service expectations, decision rights, and performance standards.
• Build the team’s capability in business facing support, business acumen, employee relations, workforce planning, organizational design, talent management, change leadership, and data-informed decision-making.
• Partner with executive and operational leaders to translate business priorities into practical workforce and people strategies.
• Advise leaders on organizational design, workforce planning, spans and layers, restructuring, succession, talent risks, leadership effectiveness, and team performance.
• Use workforce data and business insights to identify trends, evaluate risk, and recommend actions that improve organizational effectiveness.
• Lead or support change management for business transformations, reorganizations, policy changes, and other enterprise initiatives.
• Facilitate talent reviews, succession planning, and development planning for supported organizations.
• Provide leadership and guidance on complex employee relations matters, workplace concerns, policy interpretation, performance management, corrective action, conflict resolution, and employment decisions.
• Oversee fair, timely, well-documented workplace investigations and partner with Legal or Compliance when appropriate.
• Promote consistent, equitable application of employment practices across business units and locations.
• Perform as a key stakeholder in the enterprise process for requests for reasonable accommodation under the ADA and other applicable requirements.
• Provide education and guidance to managers and HR employees on recognizing accommodation requests, escalating them promptly, supporting the interactive process, protecting confidentiality, and avoiding retaliation.
• Reinforce company core values and leadership expectations through HR programs, leader coaching, decisions, and communications.

Skills

Strategic thinking

Business acumen

Leadership

Collaboration

Change management

Education

Bachelor’s degree in HR / related field

Master’s degree (preferred)

Job description

Location: Onsite in Jacksonville, FL

What work will you perform?

The Director, Business Partnership & Employee Relations, is a senior HR leader responsible for leading and developing a team that may consist of Human Resources Business Partners, Generalists, and Managers that support leaders and employees across the enterprise. The role connects business strategy and people strategy by delivering proactive guidance in organizational effectiveness, workforce planning, talent management, employee relations, policy governance, workplace accommodations, change leadership, and employee engagement.

As a trusted advisor to senior leaders and a member of the Human Resources leadership team, in partnership with the HR Leadership team, the Director establishes standards for consistent HR service delivery, strengthens leadership capability, and ensures people practices support business objectives, employee experience, company values, and regulatory requirements.

Essential Responsibilities:

• Lead, coach, and develop a team that may include HR Business Partners, HR Managers, HR Generalists, and/or Employee Relations associates, establishing clear priorities, service expectations, decision rights, and performance standards.
• Build the team’s capability in business facing support, business acumen, employee relations, workforce planning, organizational design, talent management, change leadership, and data-informed decision-making.
• Partner with executive and operational leaders to translate business priorities into practical workforce and people strategies.
• Advise leaders on organizational design, workforce planning, spans and layers, restructuring, succession, talent risks, leadership effectiveness, and team performance.
• Use workforce data and business insights to identify trends, evaluate risk, and recommend actions that improve organizational effectiveness.
• Lead or support change management for business transformations, reorganizations, policy changes, and other enterprise initiatives.
• Facilitate talent reviews, succession planning, and development planning for supported organizations.
• Provide leadership and guidance on complex employee relations matters, workplace concerns, policy interpretation, performance management, corrective action, conflict resolution, and employment decisions.
• Oversee fair, timely, well-documented workplace investigations and partner with Legal or Compliance when appropriate.
• Promote consistent, equitable application of employment practices across business units and locations.
• Perform as a key stakeholder in the enterprise process for requests for reasonable accommodation under the Americans with Disabilities Act and other applicable requirements.
• Provide education and guidance to managers and HR employees on recognizing accommodation requests, escalating them promptly, supporting the interactive process, protecting confidentiality, and avoiding retaliation.
• Reinforce company core values and leadership expectations through HR programs, leader coaching, decisions, and communications.

Required Minimum Experience and Education:

• Bachelor’s degree in human resources, business administration, organizational development, or a related field, or an equivalent experience.
• 8 years of Human Resources experience, including experience as a HR Business Partner.
• 3 years of experience with complex employee relations, organizational effectiveness, workforce planning, talent management, policy development, or employment compliance.
• 2 years of experience leading people.

Preferred Experience and Education:

• Master’s degree in human resources, business administration, organizational development, or a related field.
• SHRM-SCP, SPHR, or comparable advanced HR certification.
• 2 years’ experience supporting multi-site or geographically dispersed operations.
• 2 years’ experience in transportation, logistics, operations, or another service-oriented or entrepreneurial industry.
• Bi-lingual Spanish speaker.

Knowledge, Skills, and Abilities:

• Strategic thinker with strong business and financial insight.
• Trusted advisor with high integrity and attention to detail.
• Collaborative leader focused on equity, transparency, and continuous improvement.

**This job posting is not designed to cover or contain a comprehensive listing of all activities, duties or responsibilities that are required of the employee. Duties, responsibilities and activities may change, or new ones may be assigned at any time with or without notice.