Description
About the Company
At Torc, we have always believed that autonomous vehicle technology will transform how we travel, move freight, and do business. A leader in autonomous driving since 2007, Torc has spent over a decade commercializing our solutions with experienced partners. Now a part of the Daimler family, we are focused solely on developing software for automated trucks to transform how the world moves freight. Join us and catapult your career with the company that helped pioneer autonomous technology, and the first AV software company with the vision to partner directly with a truck manufacturer.
Meet the Team:
The Human Resources Business Partner partners closely with senior and executive business leaders across Torc to drive initiatives that reinforce our culture and values, support organizational change, and build scalable people practices. They contribute to company performance by providing tactical and strategic consulting on people and organization development strategies at the division or organizational level in support of business objectives. They build and maintain supportive relationships by being strategic business partners and advocates for employees.
What you'll do:
- Serve as a strategic partner to all levels of management within their client group to anticipate, identify, and plan for people’s needs
- Provide strategic coaching to leaders and managers within their client group to enhance team performance and effectiveness.
- Build manager capability in performance management, team dynamics, conflict resolution, feedback delivery, and employee engagement.
- Develop and nurture partnerships to influence and act as a bridge between business functions, leadership, and employees.
- Serve as a subject matter expert on HR policies, labor laws, and company values.
- Provide guidance to managers and employees on policy interpretation and applications.
- Guide leaders and employees through the talent management cycle.
- Shape and lead performance management processes, including goal setting, feedback, and calibration in alignment with organizational goals
- Ensure consistency and fairness in performance evaluations and development planning.
- Facilitate talent reviews and succession planning to identify and develop future leaders.
- Lead or oversee investigations into employee complaints, including harassment, discrimination, and policy violations. Document findings and outcomes and recommend appropriate actions.
- Ensure consistency and fairness in the application of policies and disciplinary actions. Partner with legal or compliance teams to ensure investigations are thorough, timely, and legally sound.
- Advise leaders and managers on handling sensitive employee issues (e.g., conflict resolution, performance concerns, behavioral issues). Identify ER trends and recommend proactive strategies to reduce risk and improve workplace culture.
- Conduct exit interviews for key roles, high potential employees, or sensitive departures to identify root causes of turnover, cultural issues, or leadership challenges. Share actionable insights with leaders to inform people policies, strategies and improve employee experience.
- Consult with managers to ensure strategic alignment, definition and execution of organization design, planning, and restructuring.
- Collaborate with business leaders to forecast talent needs aligned with growth objectives and define workforce plans for assigned client bases. Support execution against workforce plans with leadership, Finance, and Talent Acquisition.
- Analyze workforce data to inform hiring, retention, and organizational design strategies.
- Partner with Total Rewards to ensure competitive and equitable compensation practices.
- Support annual compensation cycles and provide guidance on pay decisions.
- Partner with Legal, Finance, People Operations team and Centers of Excellence, or other stakeholders to design, implement, communicate, and educate the business on projects, initiatives, and programs in alignment with organizational goals
What You’ll Need to Succeed:
- Bachelor’s degree plus 6+ years’ experience in the human resources function OR Master’s degree plus 3+ years of experience in the human resources function, demonstrating increased levels of responsibility
- Prior Experience as HR Business Partner, HR Consultant, or HR Manager
- Proven experience in organizational development, succession planning, talent reviews, leadership coaching, compensation programs, and employee engagement.
- Excellent analytical, communication, and decision-making skills
- Strong organizational and time management skills.
- Ability to build trusted relationships with team members, executives, and employees at all levels.
- Ability to thrive and collaborate in ambiguity and drive clarity in complex and fast paced environments.
- Experience with HRIS systems to drive strategic HR processes, Workday preferred
- Experience with change management practices.
- Experience managing employee relations, investigations, conflict resolution, and employee performance management.
- Current, in-depth knowledge of legal requirements related to human resources and employee management, including workers’ compensation and federal and state employment laws.
- Knowledge of federal, state, and local legal and regulatory environment for human resources practitioners.
- Prior experience with HR metrics and analytics to inform, drive and influence decisions.
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