Human Resource Business Partner

We are looking for a Human Resource Business Partner (HRBP) to be a strategic partner in ensuring the success of the HR department functions such as onboarding, benefits, payroll, leave, performance management, employee relations, and enforcing company policies and practices. This is an incredible opportunity to champion best in class HR strategy, creating a healthy and engaging culture for all employees.

 This is a full time, onsite position, based at our  North Las Vegas, NV warehouse, supporting our 3rd Shift - Monday through Thursday, 7pm-5:30am.

What is a day in the life of a HRBP?

• Partnering strategically with Operations Managers (OMs) on long-term planning, workforce needs, and building scalable processes for the Vegas site (~650–700 employees).

• Providing guidance, dotted-line leadership, and daily direction to shift HRAs, Coordinators, and Generalists.

• Driving leadership development, coaching managers/supervisors, managing performance improvement, and leading succession planning.

• Managing complex employee relations, conducting objective investigations, and ensuring compliance with employment laws (EEOC, FMLA, ADA, OSHA).

• Analyzing HR metrics in partnership with leadership to develop targeted solutions, enhance workplace culture, and improve retention.

• Serving as the site benefits liaison, overseeing accommodation requests, onboarding, and training programs.

• Maintaining HRIS data accuracy, badge systems, OSHA logs, and vendor relationships while supporting recruitment as needed.

What will I need to thrive in this role?

• 3-5+ years of preferred experience in HR at the Generalist or equivalent level, preferably in a manufacturing, warehouse, or retail environment 

• Minimum of a 4-year degree, with a flexible field of study if offset by strong work experience

• Ability to work onsite during designated shift schedule, with ability to assist on night shift or earlier  if needed

• High ethical and confidentiality standards

• Strong expertise in employee relations and employment law, specifically EEOC, FMLA, and ADA.

• Confidence and competence to operate with minimal oversight and comfortably build new processes in ambiguity

• Demonstrated capability in strategic partnering with Operations Managers, leadership development, coaching, and policy-writing

• Excellent communication, analytical, and computer skills (MS Office, Google Suite)

• Experience resolving complex employee relations issues

• Bilingual (Spanish) and Workday experience strongly preferred

• Experience building culture and employee engagement

• Working knowledge of employment law, including FMLA, ADA, FLSA, OSHA, ACA regulations

• Benefits liaison experience

• Ability to manage diverse workload in a fast-paced environment while maintaining a calm and professional demeanor when handling difficult situations

What does high performance look like?

• Deliver high-quality guidance on employee relations, compliance (EEOC, FMLA, ADA, OSHA), and site benefit

• Build strong, strategic partnerships with Operations Managers and provide clear direction to site HR team members

• Leverage HR metrics and HRIS data to enhance workplace culture, boost retention, and support business goals

• Operate autonomously with high confidentiality and composure in a fast-paced warehouse environment. 

What is my potential for career growth?

• At Reach, career paths are defined by your momentum. Your growth is a direct reflection of your initiative, work ethic, and drive to deliver results. While we provide the high-growth platform, your trajectory is ultimately defined by you. Bring your best, and you’ll have the opportunity to take full ownership of your role, influence our strategic direction, and help shape the future.

What does success look like in the first 30, 60, 90 days?

30 Days:

Complete onboarding and job shadow on shift to understand warehouse workflows, shift patterns, and site dynamics

Establish working relationships with Operations Managers, leadership, and the site HR team.

60 Days:

Take ownership of daily employee relations cases, compliance tracking, and benefits support for the site.

Begin coaching frontline managers and guiding shift HR team members on policy enforcement and performance management.

90 Days:

Analyze HR metrics to identify key drivers of retention and present actionable solutions to leadership.

Independently lead site HR initiatives, workforce planning, and culture-building projects.