HR Business Partner II

About The Company

Ryder is a leading provider of transportation and supply chain management solutions, dedicated to delivering innovative and efficient services to clients across various industries. With a strong commitment to excellence, Ryder leverages its extensive industry experience, advanced technology, and a customer-centric approach to optimize logistics operations and enhance business performance. The company prides itself on fostering a dynamic and inclusive work environment that encourages professional growth, collaboration, and innovation. As a recognized leader in the logistics sector, Ryder continually invests in sustainable practices and cutting-edge solutions to meet the evolving needs of its customers and the global market.

About The Role: HR Business Partner II

The Human Resources Business Partner (HRBP) role at Ryder is a strategic position designed to work closely with the HR Manager and senior leadership to deliver impactful HR programs and solutions. This role focuses on aligning HR initiatives with business objectives to support both immediate and long-term organizational goals. The HR Business Partner II will serve as a trusted advisor to internal clients, providing expert guidance on talent management, employee engagement, performance development, and organizational effectiveness. The position requires a proactive approach, leveraging data analytics and market insights to inform decision-making and drive continuous improvement. The role involves collaboration across HR functions, including Employee Services, Labor Relations, and Centers of Excellence, to foster a high-performance culture and promote diversity and inclusion within the organization. This position is remote with an expectation of travel once a month to various Ryder locations, supporting a broad range of HR activities that enhance employee experience and operational efficiency.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field; additional four (4) years of relevant experience may substitute
• Four (4) or more years of experience in HR functions such as organizational development, employee relations, talent acquisition, learning & development, and compensation
• Experience supporting clients directly in a corporate environment (preferred)
• Basic knowledge and application of federal and state employment laws (beginner level required)
• Workday experience (beginner preferred)
• Strong analytical skills with the ability to interpret data and identify trends
• Excellent interpersonal, communication, and conflict management skills
• Proven ability to build and maintain strong relationships across organizational levels
• Project management experience (preferred)
• Ability to work independently and manage multiple priorities in a fast-paced environment
• Willingness to travel approximately 25% of the time

Responsibilities

• Partner with the HR Manager and senior leaders to develop and implement HR strategies that support business objectives
• Assist with the administration and communication of HR programs such as performance management, succession planning, employee engagement, and merit processes
• Provide consultation and guidance to internal clients on HR processes, policies, and initiatives, ensuring alignment with organizational goals
• Coach managers and employees to enhance performance, foster leadership development, and improve work relationships
• Support key talent processes including talent reviews, calibration sessions, and leadership development programs
• Utilize HR metrics, dashboards, and predictive analytics to measure the effectiveness of HR initiatives and recommend improvements
• Collaborate with Centers of Excellence and Employee Services to ensure consistent and effective HR practices
• Promote diversity and inclusion initiatives to create a more inclusive workplace culture
• Participate in special projects and provide administrative support for talent management programs
• Maintain compliance with employment laws and company policies, providing guidance to managers and employees
• Build and sustain positive relationships with internal stakeholders to improve morale, retention, and productivity

Benefits

• Comprehensive health and welfare benefits, including medical, dental, vision, and prescription coverage
• Life insurance and disability insurance options
• Paid time off for vacation, illness, bereavement, and family leave
• Parental leave benefits
• Tax-advantaged 401(k) retirement savings plan
• Opportunities for professional development and career growth
• Supportive and inclusive work environment

Key skills/competency

• HR Strategy Development
• Talent Management
• Employee Relations
• Performance Management
• Organizational Effectiveness
• HR Data Analytics
• Employment Law Compliance
• Workday HRIS
• Diversity & Inclusion
• Stakeholder Relationship Management