Senior Hr Business Partner

Who are we?Buyers Edge Platform stands at the forefront of revolutionizing the foodservice industry through technology, purchasing power and partnerships. We are dedicated to empowering stakeholders across the entire foodservice ecosystem (operators, distributors, manufacturers) with efficiency and unprecedented visibility. With a diverse portfolio of over a dozen brands, our mission is clear: to reduce costs, streamline the foodservice supply chain, and propel the industry from manual to automated.  Today, we are one of the largest players in foodservice, with over 200K operator locations across North America and over $50 billion of aggregated spend volume. Our commitment to foodservice excellence is proven in four distinct areas of value: Digital Procurement Network, Fresh Solutions, Supply Chain Management, and Software. Buyers Edge Platform is not just a provider – we are a strategic partner on the journey towards a more efficient, connected, and automated future for the foodservice industry.This position will be hybrid three days a week out of our downtown Chicago,IL office with periodic travel to our Bannockburn, IL office, quarterly travel to other offices and events. We are unable to provide sponsorship for work authorization for this role. We are looking to hire a SeniorPeopleBusiness Partnerwho will serve as a strategic partner and provide effective HR services and advice to business center leaders, managers, and staff to support the delivery of BEP and Division organizational objectives and outcomes. This role supports Fresh business leaders and serves as a consultant on all HR-related matters, including performance management, talent development, and employee relations. You will also provide leadership and partnership to employees in delivering a spectrum of strategic and tactical People Team support and programs.You value partnerships, foster trust through open communication, and work in a cooperative, respectful, and inclusive manner. As such, you will act as an employee champion, leadership coach, strategic partner, and change agent by listening to our customers, anticipating their needs, and balancing innovative solutions with policies and procedures.Your impact:Strategic Business Partner -Work closely with leaders and employees to improve work relationships, build morale, increase productivity and retention. Formulate partnerships across the HR function to deliver value-added services that reflect business objectives. Contribute skilled input into a broad range of HR policy work, developing and implementing capability building and tailored programs, managing complex and varied employee relations cases, and ensuring that HR data and reporting is fit for purpose to inform decision making. Utilize data to provide analysis on key metrics to Division leaders regarding the "health" of assigned business entities by looking at trends in performance, employee satisfaction, attrition, diversity, and other people challenge and implementing solutions.Develop a strong knowledge of the Division and how it supports the broader BEP portfolio.Build and implement org-wide strategies to chronic challenges such as retention, burnout, and engagement.Function as an expert advisor by coaching leaders at various levels on complex leadership and talent issues including development, engagement, employee relations, elevating performance, and addressing performance issues.Communicate organizational culture to employees; influence and support leaders in building high-performing work teams.Proactively contribute to business team decisions, refocusing organizational structure on strategic objective.Prioritize communication efforts between leaders and extended BEP People Team teams to promote alignment and understanding of business and BEP People Team objectives/goals through robust change management; implement and lead change; and facilitate solutions.Provide insights on what is working well and opportunity areas, such as organizational structure.Use data and leverage the BEP People Team ecosystem to mitigate and proactively problem-solve people needs of the business; identify critical People metrics; track trends in employee behaviors and actions.Talent Management & Org Effectiveness –Partner with Talent Management Leader to execute learning and development strategies and programs. Translate the business/function strategy into long- and short-term people plans, which consider the organization's leadership, capability, cultural, and structural development needs. Help leaders to develop their team members through career pathing. Gather and analyze data to identify trends, gaps, and priorities, particularly in the areas of performance management, talent development, and workforce planning.Lead the Division's key talent processes such as performance reviews, calibrations, talent reviews, succession and workforce planning, internal mobility programs, competency models, career paths.Represent the business unit's talent interests within the organization including early ID and training of key/emerging talent before first leadership role; Influence talent outcomes in both the acquisition and sustainability of talent.Assist in identifying and developing innovative incentive/reward systems which address the unique needs of their client organizations.Ensure clear differentiation of performance in rewards and recognition.Provide guidance and coaching to leaders on their own or team learning and career development; Enable leader to take responsibility for managing and motivating their people.Support and serve as point of reference for new hire acclimations, ensuring they understand and can access resources.Utilize tools, such as Engagement survey, to understand org risks and creating action plans to eliminate or mitigate risk; partner with leader and employees to increase consistent engagement.Drive organizational health, Inclusion, Diversity & Equity, and culture initiatives.Employee Relations –Manage and resolve complex employee relations issues. Conduct effective, thorough, and objective investigations. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partner with the legal department as needed/required.Conduct in person meetings at various business sites, and monthly virtual meetings with business leaders.Consult with employees and management on employee relations issues providing guidance and assistance with policy interpretation, open and direct communication, conflict resolution, performance management, and conduct-related issues.??Actively identify gaps, propose, and implement changes necessary to cover risks.Measure, monitor and interpret existing policies and procedures.Function as a conduit between HR Ops services to employee asks/needs.What you bring:Bachelor's Degree in Human Resources Management or related degree.4-6 years HR Business Partner or related experience required. (3+ years equivalent experience with MBA) Excellent people skills, ability to build strong and trusting relationships with employees and leaders at all levels; follow through on commitments; consultative and practice active listening.Possess and convey a well-rounded Human Resources toolset, including labor law knowledge, compensation, employee relations, and experience promoting diversity, equity, and inclusion.Prior experience working and applying HR principles in a system environment with prior experience developing, maintaining, and improving processes to achieve greater efficiencies and performance.Excellent written and verbal communication skills, time management, and keen attention to detail.Proven ability to navigate ambiguity, work well under pressure, adapt, and respond within a complex, dynamic, and rapidly changing business environment.Ability to prioritize multiple projects in a busy, demanding environment.High ability to proactively utilize data with strong business acumen.Ability to demonstrate our Company values of Asking Tough Questions, Being Agile, Celebrating Differences, Delivering Solutions, and Enjoying YourselfProven ability to seamlessly transition between strategic thinking and tactical execution.HR certification is a plus.What's in this for you?Amazing coverages to start.Medical, dental, and vision coverages are just the beginning! We also offer ancillary plans, such as flexible spending accounts for both health and dependent care, critical illness, accident, and voluntary life as well as company paid life and long-term-disability plans! On top of this, we also offer a 401(k) plan with company match.Invest in your success.We will provide you with a thorough training and development program; and offer competitive compensation.Live well = Work well.Relax with our Personal Responsibility Paid Time Off policy where you don't have to accrue time off in order to take it! We also offer half-day Summer Fridays!