Team Car Care

HR Business Partner

Location US-NY-New York
ID 2021-4241
New York


As a strategic partner, the Human Resources Business Partner (HRBP) aligns business objectives with employees and leaders in a consultative approach to HR related needs and issues. Provides HR expertise in the areas of employee relations, training/facilitation, consultation, coaching, workforce planning, and performance management, seeking to develop integrated solutions. Utilizes judgment and experience to perform a variety of complicated tasks.


  • Partners with Store Managers/District Managers/Regional Vice Presidents to provide guidance, establish, implement, and support business objectives. Contact for HR services, support, counsel, and proactively builds relationships with business line leaders.
  • Employs a consultative approach in developing HR solutions that support achievement of business objectives
  • Partners with both operation and functional staff, effectively integrating HR plans as key elements of core business processes.
  • Acts as a Company advocate, advancing corporate culture, while ensuring employees are being supported and represented in a fair and consistent manner.
  • Supports the corporate Mission, Vision, and Values in their work and communications.
  • Partners with managers to resolve complex employee relations issues. Conducts effective, thorough and objective investigations.
  • Coaches, counsels, and guides management on the execution of the performance management and disciplinary action processes.
  • Coordinate the workers' compensation program by evaluating and driving remediation of workers comp claims at Company locations by designing and implementing strategies to reduce the volume and severity of claims.
  • Maintains knowledge of legal requirements affecting human resources functions and ensures policies and procedures are in compliance.
  • Provides HR Policy guidance and interpretation to ensure consistency in the execution of policies and procedures. Identifies opportunities to make formal recommendations to HR leadership for changes to policies and procedures.
  • Acts as a positive change agent, identifying opportunities and leading process improvements within the internal structure of the human resources department to increase efficiencies and assist others with driving the creation and implementation of corporate HR projects.
  • Provides leadership, direction and coaching in the performance management process, identifying and acting upon potential improvements.
  • Create, implement and continually evaluate talent management and succession planning processes.
  • Proactively connects with new employees in the business unit to discuss their onboarding experience, reinforce culture and values, and assist them in networking in their new organization.
  • Educates leaders on corporate HR policies to create understanding and consistency.
  • Meets with exiting employees to discuss and document core issues and provides feedback to their leadership, and suggestions to reduce turnover.
  • Works closely with local leaders and local employees to improve work relationships, build morale, increase productivity and engagement.
  • Creates a supportive investigation approach of employee issues that reflects a fair and balanced manner while aligning with business priorities.
  • Ensures all Federal, state, and local laws, and corporate HR-related compliance matters are proactively addressed, including but not limited to ADA, EEO, Affirmative Action Planning, and FMLA.
  • Supports Talent Acquisitions in staffing efforts locally or remotely, ensuring that all shops within your respective region is staffed properly.
  • Partners with local leadership to create the best on-boarding experience possible for teammates.
  • Creates development plans that contribute to the efficiency of the business This list is not inclusive of the total scope of job functions to be performed. Duties and responsibilities may be added, deleted, or modified at any time.



Mandatory Requirements

  • Excellent verbal and written communication skills
  • Proven interpersonal skills, with the ability to work effectively with all levels of management and employees
  • Must have the ability to manage highly confidential information
  • Effective problem-solving skills
  • Proficient in Microsoft Office programs, email, internet, LMS, HRIS, time keeping and payroll
  • ADP, ICIMS, HRIS Systems experience a plus
  • Must be able to present, create presentations using Power Points to different levels of leadership or groups
  • Has a consulting approach to HR, ability to influence
  • Understanding of employment law and HR concept
  • Excellent time management and organizational skills
  • Strong attention to detail
  • Ability to operate in a fast paced, changing environment
  • Ability to prioritize workload and self-manage projects, handle multiple tasks
  • Ability to build relationships quickly, establishing trust within the team


Bachelor's degree



  • Mandatory Requirements
  • Minimum 7+ years progressive human resources experience
  • Prefers retail, operational or business experience
  • PHR or SHRM-CP preferred


  • Works in an office environment and shop environment
  • Must complete a 6 weeks training in store
  • Required to do shop visits at least 3 days per week
  • Travel 35% of time in respective markets, or support Regional Vice President as needed


  • Reports to Director of Human Resources
  • Position(s) which directly report to this position; and number of employees in each position: Varies.


The physical demands include, but are not limited to sitting, standing, walking, communicating, seeing, hearing, use of hands, and lifting.

Must be able to lift 30 pounds, for at times may need to help the team



The qualifications listed above are intended to represent the minimum skills and experience levels associated with performing the essential functions of this job. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions. The qualifications should not be viewed as expressing absolute employment or promotional standards, but as general guidelines that should be considered along with other job-related selection or promotional criteria.

We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.


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