People Operations Partner - Corporate

Brief Description

Overview:

The People Operations Partner, Corporate, serves as a strategic advisor and hands-on partner to corporate leadership supporting a diverse portfolio of functions including Sales & Marketing, Accounting & Finance, Supply Chain, Merchandising & Procurement, and Claims. This role partners closely with senior leaders to drive organizational effectiveness, talent strategy, and people initiatives that align with business objectives.

This position requires a strong balance of strategic influence, analytical rigor, and operational HR execution, with demonstrated experience navigating organizational change, compensation and wage equity analysis, and complex employee relations matters.

Key Responsibilities:

Strategic HR Partnership

• Act as a trusted advisor to senior leaders and department heads, translating business goals into effective people strategies.
• Partner with leaders to proactively identify workforce risks, talent gaps, and organizational opportunities.
• Coach leaders on performance management, employee engagement, leadership effectiveness, and decision-making.
• Participate in leadership and planning meetings to provide an HR perspective on growth, scalability, and risk mitigation.
  
  

Organizational Design & Job Reorganization

• Lead and support job reorganization initiatives, including role redesign, consolidation, expansion, and creation aligned with evolving business needs.
• Work closely with the Compensation team to conduct job evaluations and leveling to ensure internal equity, clarity of accountability, and appropriate span of control.
• Partner with leaders during restructures, integrations, or realignments to manage change, communications, and employee impact.
• Develop and maintain accurate job descriptions that reflect operational reality and regulatory requirements.
  
  

Compensation, Salary & Wage Equity Analysis

• Partner with compensation and finance teams to perform salary and wage disparity analyses across exempt and non-exempt populations to ensure internal equity, market competitiveness, and compliance.
• Partner with Sales and Finance leadership on sales compensation plan assessments, including role alignment, incentive structures, and effectiveness reviews
• Support compensation planning, job leveling, and role alignment efforts across corporate functions
• Partner with Compensation and Finance to support pay structure design, incentive plans, and merit cycles.
• Advise leaders on compensation decisions, including promotions, adjustments, and retention actions.
• Support compliance with federal, state, and local pay equity and transparency laws.
  
  

Employee Relations & Performance Management

• Independently manage complex employee relations matters, including investigations, performance issues, disciplinary actions, accommodations, and terminations.
• Ensure consistent, fair, and legally compliant application of company policies and practices.
• Partner with Legal, Compliance, and Food Safety teams as needed on sensitive or high-risk matters.
• Coach managers on effective documentation, corrective action, and conflict resolution.
  
  

Talent Management, Culture & Workforce Planning

• Support workforce planning efforts in partnership with Finance and business leaders, including headcount planning and budgeting.
• Partner with Talent Acquisition on hiring strategies, role prioritization, and candidate selection for corporate roles.
• Support succession planning and talent development initiatives for critical roles.
• Identify development needs and partner with L&D to deliver targeted solutions.
• Conduct stay interview, focus groups and lead employee survey results and action plan activities.
• Support employee recognition, retention initiatives, and People Operations programs that foster engagement and belonging.
  
  

Change Management & Communications

• Lead and support change management initiatives related to organizational growth, technology implementations, policy changes, and process improvements.
• Develop and execute communication strategies that drive understanding, adoption, and engagement.
• Serve as a stabilizing presence during periods of ambiguity or transformation.
  
  

Policy, Compliance & Risk Management

• Partner with Director of Compliance to ensure compliance with employment laws and regulations across multiple jurisdictions.
• Interpret and apply company policies while recommending updates based on business or regulatory changes.
• Support audits, investigations, and regulatory inquiries as needed, particularly within food manufacturing and safety-regulated environments.
• Mitigate people-related risk through proactive interventions and leader education.
  
  

Data & Reporting

• Maintain accurate employee records and ensure data integrity in HR systems.
• Generate HR metrics such as turnover, attendance trends, headcount, and employee relations reporting.
• Identify patterns and insights from data to recommend operational improvements.
  
  

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Industrial Relations, or a related field.
• Minimum of 5–10 years of progressive HR experience, including experience as an HR Business Partner or HR leader supporting corporate or professional functions.
• Demonstrated experience supporting multiple functional groups simultaneously (e.g., Sales, Finance, Operations, Technology).
• Demonstrated expertise in job reorganization, organizational design, and job leveling.
• Advanced employee relations experience, including investigations and high-risk matters.
• Strong business acumen with the ability to influence at the senior leadership level.
• Ability to operate both strategically and tactically in a fast-paced environment.
• Bilingual (English/Spanish) strongly preferred for workforce support.
• SHRM certification a plus.
  
  

Working Conditions:

• On-site visibility required including being comfortable in refrigerated warehouse setting.
• Requires walking the floor, engaging with employees across multiple shifts and occasional early morning, late-evening or weekend support.
• This role is based out of Baldor’s corporate headquarters in the Bronx but will require some (10%) travel to other Baldor facilities.