Strategic HR Business Partner — Growth & Change Leader

Southland Industries; Portland (OR); On-site; USD 110,000 - 170,000; Full time

Benefits offered by this job

401(k) with 50% company match

Medical, dental, and vision insurance

Annual bonus program

Job summary

Southland Industries is seeking a Senior HR Business Partner to shape and scale a growth-focused business line. You will translate business goals into workforce solutions, partner with executives, and build foundational people processes required for rapid expansion.

The role requires an entrepreneurial HR professional who can operate strategically with senior leaders while rolling up sleeves to implement programs across Talent, Total Rewards, Shared Services, and People Operations.

Qualifications

• Bachelor's degree required in HR, Business, Organizational Development, Psychology, or related field.
• 8+ years progressive HR experience.
• Experience advising senior leaders and leadership teams.
• Strong expertise in organizational effectiveness, workforce planning, talent management, and change leadership.
• Demonstrated ability to influence without authority.

Responsibilities

• Strategic Workforce Planning with leaders to align with objectives.
• Lead Organizational Effectiveness and workforce optimization efforts.
• Champion Change Leadership during transformations, acquisitions, restructures.
• Drive Talent Strategy & Succession with leadership readiness.
• Coordinate Enterprise Partnership & COE Integration with Talent, Rewards, Shared Services, and People Ops teams.

Skills

Strategic advisory

Leadership coaching

Organizational effectiveness

Workforce planning

Change leadership

Influence without authority

Education

Bachelor's degree in HR, Business, Organizational Development, Psychology, or related field

SHRM-SCP, SPHR, or equivalent certification

Job description

Southland Industries is seeking a Senior HR Business Partner to shape and scale a growth-focused business line. You will translate business goals into workforce solutions, partner with executives, and build foundational people processes required for rapid expansion.

The role requires an entrepreneurial HR professional who can operate strategically with senior leaders while rolling up sleeves to implement programs across Talent, Total Rewards, Shared Services, and People Operations.