Human Resources Business Partner at Callaway Golf

Ohio Golf Course Owners; United States; Sur place; USD 90 000 - 120 000; Plein temps

Résumé du poste

Callaway Golf Company is seeking an HR Business Partner to work with Operations leaders, providing strategic and hands‑on HR support in a fast‑paced environment. The role advises on people strategies, performance management, and employee relations while guiding policy development and program implementation.

The position partners with talent acquisition on recruiting, onboarding, and workforce initiatives, and mentors HR team members while ensuring compliance with employment laws and

Qualifications

• Minimum 3–5 years of progressive HR experience in a fast-paced environment.
• Bachelor’s degree in Human Resources or related field.
• Completion of HR certificate is a plus or equivalent knowledge.

Responsabilités

• Partner with business leaders to develop and execute HR strategies aligned with business objectives.
• Manage employee relations matters, complaints, and investigations, including complex issues.
• Coach leaders on performance management, employee relations, corrective action, and other HR matters.
• Lead the termination process, including documentation and exit interviews.
• Drive execution of departmental and organizational HR initiatives.
• Partner on workforce planning, recruiting, and onboarding with Talent Acquisition.

Connaissances

Employee relations

Relationship building

Coaching & consultation

Analytical thinking

Communication

Formation

Bachelor's degree in Human Resources

Outils

Excel

PowerPoint

Word

Description du poste

ABOUT THE BRAND:

Callaway Golf Company is a premium golf equipment, gear and apparel company with a portfolio of global brands, including Callaway Golf, Odyssey, TravisMathew, and OGIO. Through an unwavering commitment to innovation and premium craftsmanship, Callaway designs, manufactures, and sells high-performance golf clubs, golf balls, apparel, bags, and other accessories—setting the standard for performance in the game of golf.

Our Mission: To create demonstrably superior and pleasingly different products powered by innovative technology and premium craftsmanship enabling golfers of all abilities to play their best and find more joy in the game.

Our company is a blend of experience and diverse backgrounds, and together we look to leave the past behind while moving the game forward. For more information, please visit https://www.callawaygolf.com

The HR Business Partner works closely with multiple Operations leaders to provide strategic and hands‑on HR support. This role advises leaders on people and business strategies, drives the execution of HR initiatives, and proactively manages employee relations, performance, and organizational needs in a fast‑paced operational environment.

ROLES AND RESPONSIBILITIES

• Partner with business leaders to develop and execute HR strategies aligned with business objectives.
• Manage employee relations matters, complaints, and investigations, including complex and sensitive issues.
• Coach and advise leaders on performance management, employee relations, corrective action, and other employee matters.
• Provide guidance and recommendations on employee separations and terminations, and lead the termination process, including documentation and exit interviews.
• Drive the execution of departmental and organizational HR initiatives.
• Partner with leaders to identify and implement training, development, and talent initiatives.
• Partner with management to develop and implement policies, procedures, and people practices.
• Partner with Talent Acquisition to support workforce planning, recruiting, and onboarding.
• Partner with leaders on organizational changes, restructurings, and other workforce initiatives.
• Guide and support talent processes, including introductory periods, development plans, and merit cycles.
• Oversee leave and workers’ compensation processes, ensuring compliance and effective employee support.
• Advise managers on the consistent application of HR policies, programs, and practices.
• Analyze employee feedback and workforce metrics to identify trends, root causes, and opportunities for improvement.
• Manage and mentor HR team members while fostering collaboration and accountability.
• Maintain knowledge of employment laws and ensure compliance with HR practices and requirements.
• Identify and implement process improvements and lead complex HR initiatives that enhance operational effectiveness, employee experience, and organizational outcomes.

TECHNICAL COMPETENCIES (Knowledge, Skills & Abilities)

• Proficiency in Microsoft Office applications, including Excel, PowerPoint, and Word.
• Strong knowledge of employee relations practices, with the judgment to handle sensitive and complex matters confidentially and objectively.
• Strong relationship-building skills with the ability to establish credibility with employees and leaders at all levels.
• Skill in navigating complex dynamics within a diverse workforce and building trust across all levels of the organization.
• Strong coaching and consultation skills to guide employees and leaders through complex and challenging situations.
• Effectiveness in a hands‑on, fast-paced, and dynamic environment.
• Sound judgment and decision‑making skills, with the ability to navigate ambiguity and operate with minimal direction.
• Proven ability to influence and drive change through effective partnership and consultation.
• Strong analytical and problem‑solving skills, with the ability to identify trends and develop practical solutions.
• Strong organizational skills, with the ability to prioritize and manage multiple projects, competing priorities, and deadlines.
• Strong conflict resolution, decision‑making, and organizational skills.
• Excellent written and verbal communication skills.

EDUCATION AND EXPERIENCE

• Minimum 3-5 years of progressive HR experience in a fast‑paced environment, preferably within Distribution, Manufacturing, or Operations.
• Bachelor’s degree in Human Resources, or related field
• Completion of HR certificate is a plus, or equivalent knowledge

PHYSICAL REQUIREMENTS / WORK ENVIRONMENT (if applicable)

• Work is performed in both a professional office environment and an active warehouse/manufacturing environment, requiring the ability to regularly walk and engage throughout the operation.
• Ability to sit, stand, walk, and move between office and operational areas throughout the workday.

DE&I and EEOC:

Inclusion & Diversity:

As a purpose‑led, performance driven company, we strive to foster a culture of belonging based on respect, connection, openness and authenticity. We are committed to building and maintaining a workplace that celebrates the diversity of our associates, supporting them to bring their authentic selves to work every day.