Director of Human Resources Business Partners, Supply Chain

Spreetail; Nevada; On-site; USD 140,000 - 220,000; Full time

Job summary

Spreetail is seeking an accomplished Director of People Business Partnering – Supply Chain & Fulfillment to align people strategy with rapid operational execution across our FC network. You will lead field HRBPs, translate KPIs into staffing solutions, and drive workforce planning to hit safety, throughput, and cost targets.

In this role, you’ll partner with VP of Supply Chain, GMs, and Directors, shaping organizational design, leadership pipelines, and retention initiatives while traveling to

Qualifications

• 8+ years of progressive HR/People leadership in high‑volume, multi‑site environments.
• 3+ years directly managing distributed field or site HR Partners.
• End‑to‑end workforce planning and shift scheduling experience.
• Ability to leverage KPIs, attendance data, labor analytics to influence decisions.
• Experience in organizational design and field change management.
• Willingness to travel up to 30–50% to fulfillment centers.
• Bachelor’s degree in Business, HR, Supply Chain or related field; SPHR/SHRM‑SCP or Lean/Six Sigma certifications.

Responsibilities

• Lead, develop, and coach a multi‑site People Business Partner team embedded across the FC network.
• Advise senior Supply Chain leadership and translate KPIs into talent solutions.
• Oversee network‑wide workforce planning, peak surge strategies, and labor modeling with Finance and Ops.
• Design and optimize FC organization structures and budget targets.
• Guide leadership through transformations, automation rollouts, and facility launches.
• Build succession plans and leadership pipelines across field operations.
• Develop retention and engagement strategies for hourly frontline teams.
• Implement performance management to drive safety, productivity, and accountability.
• Partner with Total Rewards to balance compensation with margins.

Skills

HR leadership

Multi-site leadership

Workforce planning

KPIs & analytics

Change management

Travel readiness

Education

Bachelor’s degree in Business or related field

SPHR/SHRM-SCP or Lean/Six Sigma

Job description

Spreetailpropels brands to increase their ecommerce market share across the globe while improving their operational costs. Learn how we are building one of the fastest-growing ecommerce companies in history: www.spreetail.com .

Work Your Way:

At Spreetail, we believe in empowering our employees to work in the way that suits them best through our Work Your Way approach. Each team member has the flexibility to choose where they work most effectively each week—whether that’s from home, a coffee shop, or the office. While flexibility is key, we also value the power of in-person connection. That’s why we bring our corporate team together in Lincoln each quarter for a week of intentional collaboration, team building, community engagement, and our All-Hands meeting. It’s the best of both worlds: the freedom to work your way, with meaningful opportunities to connect and grow together. Please scroll to the bottom of the job posting to confirm that your state qualifies for the Work Your Way program.

Spreetailpropels brands to increase their ecommerce market share across the globe while improving their operational costs. Learn how we are building one of the fastest-growing ecommerce companies in history: www.spreetail.com .

We are seeking an operationally grounded, commercially savvy Director of People Business Partnering – Supply Chain & Fulfillment to lead our Supply Chain HRBP team and serve as the primary strategic people partner to our Supply Chain executive leadership. In this role, you will bridge people strategy with operational execution—ensuring our network of fulfillment centers (FCs), distribution nodes, and logistics teams are structured, staffed, and led to hit aggressive safety, throughput, quality, and cost-per-unit targets.

Leading a team of field and regional HR Business Partners, you will drive systemic, multi-site workforce planning, navigate peak season operational surges, optimize FC leadership structures, and lead front‑line retention and talent development initiatives. If you thrive in the fast‑paced, high‑volume rhythm of industrial operations, know how to speak the language of plant and GM leadership, and can translate workforce analytics into operational P&L gains, this role is built for you.

How you will achieve success:

• Lead, develop, and coach a multi-site team of People Business Partners embedded across our fulfillment center network, setting clear standards for operational rigor, safety alignment, labor relations, and employee engagement.

• Serve as the strategic advisor to the VP of Supply Chain, Regional Operations Directors, and General Managers (GMs), translating operational KPIs (e.g., cost per unit, safety incident rates, attrition) into actionable talent and staffing solutions.

• Lead network-wide workforce planning, seasonal peak surge strategies, and labor modeling in lockstep with Finance and Operations to optimize headcount, shift scheduling, and labor costs.

• Partner with operations leadership to design and optimize FC organizational structures (from frontline associates to GMs), balancing spans of control, operational shift patterns, and budget targets.

• Guide senior leaders through critical organizational transformations, automation rollouts, new facility launches (greenfield/brownfield), and network realignments while maintaining site stability and positive employee relations.

• Build and institutionalize succession planning and leadership pipelines across field operations (Area Managers, Operations Managers, Assistant GMs, and GMs) to establish a sustainable internal talent bench.

• Develop and deploy targeted retention, engagement, and attendance strategies for hourly frontline teams to directly curb voluntary turnover and enhance shift reliability.

• Implement performance management frameworks that drive operational discipline, safety standards, productivity targets, and leadership accountability across all facilities.

• Partner with Total Rewards to establish competitive frontline compensation structures, shift differentials, and seasonal incentive programs that balance talent attraction with margin preservation

What experiences will help youin this role:

• Experience: 8+ years of progressive HR/People leadership, with a strong focus in high‑volume, multi‑site supply chain, logistics, fulfillment/distribution, manufacturing, or industrial environments
• People Management: 3+ years directly managing, coaching, and developing distributed field or site HR Business Partners
• High‑Volume Workforce & Operational Planning: Demonstrated expertise in end‑to‑end workforce planning, shift scheduling models, and seasonal surge/peak ramp‑up strategies in close partnership with Operations and Finance
• Frontline & Operational Metric Fluency: Proven ability to leverage operational KPIs, attendance data, labor utilization, turnover analytics, and cost‑per‑hire metrics to influence GM and VP‑level operational decisions
• Organizational Design & Field Change Management: Demonstrated success leading shift restructures, facility turnarounds, facility launches, or automation/technology deployments within warehouse or industrial environments
• Willingness to Travel: Ability to travel regularly (up to 30–50%) to fulfillment centers across the network to maintain high visibility and connection with floor‑level operation
• Frontline Labor Acumen: Deep understanding of positive associate relations, wage and hour compliance, OSHA guidelines, and mitigating employment risk in non‑exempt work environments
• Executive Influence: Ability to build instant credibility with both warehouse floor associates and senior supply chain executives; comfortable holding operations leaders accountable to people and culture commitments
• Education & Credentials: Bachelor’s degree in Business, Human Resources, Supply Chain Management, Organizational Development, or related field (or equivalent practical experience); SPHR, SHRM‑SCP, or Lean/Six Sigma certifications. .

In an effort to MakeSpreetailBetter, wehirepeople that are aligned with our valuesand are passionate about pursuing ecommerce excellence.We believe the right person can learn what is needed tosucceedin their role, soweencouragejob applicants toapply even if you don't meet all the qualifications listed.Weare looking for diverse backgrounds and perspectives, so wedon’t require college degrees andwelcomenon-linear career paths.If this role highlights your experience and gets you excited–

What you can expect from us:

• We provide the flexibility to take care of yourself. Spreetail operates in a work culture that promotes results and encourages taking time off when needed. In addition to a generous vacation policy, we also offer paid time‑off for your wedding week, paid parental leave and support for parents of growing families.
• We celebrate accomplishments. Each year at Spreetail is a milestone with the opportunity to receive special gifts, swag store credit, or donations to a nonprofit of your choice. We also recognize people pursuing impacts with Spreetail Spotlight Awards.
• We care about your Health & Wellness. Spreetail works hard to enhance the employee experience through benefit programs and perks that provide meaningful support. We offer affordable medical, dental and vision plans with coast‑to‑coast coverage. We also provide free telehealth and on‑demand mental health resources.
• We create the opportunity to revolutionize your community. We encourage Spreetailers to give back and make a social impact, and we offer paid time off to do it.

Spreetail is committed to a diverse and inclusive workplace. Spreetail is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status. For individuals with disabilities who would like to request an accommodation, please email [e-mail].

To qualify for Work Your Way, eligible applicants must reside in one of the following states:

Alabama, Alaska, Arizona, Arkansas, Florida, Georgia, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Mississippi, Montana, Nebraska, Nevada, New Hampshire, New Mexico, North Dakota, Ohio, Pennsylvania, Rhode Island, South Dakota, Tennessee, Texas, Utah, West Virginia, and Wyoming.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.