Director, Human Resource Business Partner SCM

POSITION OVERVIEW:

The Director, HR Business Partner (Director, HRBP) is a strategic people leader embedded within Asurion's Supply Chain organization, based at the Technology Logistics Center (TLC) in Smyrna, TN. This role partners directly with Supply Chain leadership to design and execute human capital strategies that drive operational performance, workforce scalability, and organizational health across phone remanufacturing, logistics, and distribution functions.

This role owns the end-to-end HR agenda, including talent strategy, leadership development, employee relations, and organizational design, while serving as a strategic partner to the business on transformation and performance.  The Director, HBRP also leads and develops a team of HR Business Partners, driving consistent, high-impact delivery aligned to business priorities.

ESSENTIAL JOB SKILLS/DUTIES:

• Develop and execute human capital strategies aligned to Supply Chain business objectives, including international multi-site HR alignment, operational scale-ups, and talent optimization.
• Serve as a trusted advisor and executive coach to senior Supply Chain leaders, providing direct, data-informed guidance on organizational decisions, team effectiveness, and leadership development.
• Lead talent management practices including performance management, succession planning, and high-potential development across Supply Chain functions.
• Design and execute retention and engagement strategies tailored to a frontline and technical workforce in  the supply chain environment.
• Drive change management initiatives across the organization with clear communication strategies and measurable adoption outcomes.
• Partner with Talent Acquisition to build and maintain robust pipeline strategies for critical and hard-to-fill Supply Chain roles.
• Collaborate with Learning & Development on targeted capability-building programs for frontline supervisors, mid-level managers, and technical roles.
• Use workforce analytics and people data to identify trends, predict attrition risks, and recommend proactive interventions to operations leadership.
• Partner with Compensation & Benefits to ensure market-competitive pay practices for Supply Chain talent, including shift differentials, skilled trades, and hourly and professional roles.
• Lead enterprise-wide HR projects or serve as project lead for Supply Chain-specific initiatives, ensuring timely execution and measurable business impact.
• Ensure consistent application of HR policies and compliance with federal, state, and local employment laws across all Supply Chain sites.
• Build and maintain strong employee relations practices, resolving complex and escalated matters with speed, fairness, and documentation discipline.
• Leverage AI tools and HR technology platforms to automate administrative HR workflows, surface people insights, and increase HRBP team capacity for strategic work.
• Stay current on emerging AI applications in HR and supply chain workforce management; serve as an internal thought leader on integrating responsible AI use into HR strategy.

SKILLS

Technical Skills

• HRIS proficiency — Workday reporting, org management, position management
• Workforce analytics and people data interpretation (headcount, attrition, span of control, labor cost modeling)
• Advanced proficiency in Microsoft Excel and PowerPoint for data analysis and executive storytelling
• Familiarity with HR technology stack: Workday, UKG, Service Now
• Working knowledge of employment law across multi-state operations (FMLA, ADA, FLSA, state-specific wage and hour laws)
• Project management fundamentals — ability to manage multiple concurrent HR initiatives with defined milestones and deliverables
• AI tools literacy — practical experience using AI-powered platforms (e.g., Microsoft Copilot, generative AI tools, predictive analytics dashboards) to enhance HR decision-making and productivity

Soft & Leadership Skills

• Executive presence and credibility — ability to influence senior operations leaders without authority
• Strategic thinking with the ability to translate ambiguous business challenges into clear HR action plans
• Direct, clear communicator — comfortable delivering difficult messages to leaders and employees at all levels
• Strong coaching and development instincts — invests in the growth of both HR team members and business leaders
• High emotional intelligence with the ability to read organizational dynamics and adapt approach accordingly
• Pattern recognition across org health signals — connecting individual incidents to systemic issues
• Bias for action and speed — moves with urgency in a high-volume, fast-paced operational environment
• Change leadership — skilled at driving adoption of new processes, tools, and behaviors across large, diverse workforces
• Conflict resolution and employee relations judgment — handles sensitive and complex situations with composure and fairness
• Collaborative partner — builds trust quickly across HR Centers of Excellence, operations leaders, and frontline teams

EDUCATION & EXPERIENCE

Required

• Bachelor's degree in Human Resources, Organizational Development, Business, or related field
• 10+ years of progressive HR experience, with at least 5 years in a strategic HRBP capacity
• Demonstrated experience supporting large-scale operations, supply chain, distribution, or manufacturing workforces
• Proven ability to lead and develop a team of HR Business Partners across multiple geographies
• Strong employee relations background with experience managing complex, escalated matters
• Experience in a metrics-driven environment with the ability to translate people data into business recommendations
• Proficiency in HRIS platforms (Workday preferred)

Preferred

• MBA or advanced degree in HR, Business, or Organizational Psychology
• PHR, SPHR, or GPHR certification
• Change management certification
• Experience supporting phone remanufacturing, reverse logistics, or technology supply chain operations
• Demonstrated experience integrating AI tools into HR workflows or analytics practices

SUPERVISORY RESPONSIBILITIES & TRAVEL

Direct Reports:  HR Business Partners (team size varies by business need)

Travel:  Approximately 15–25%; overnight travel required for international multi-site support and leadership events

Work Location:  Hybrid (3 days per week on-site) — Technology Logistics Center (TLC), Smyrna, TN

NOTE: THIS JOB DESCRIPTION IS NOT DESIGNED TO COVER OR CONTAIN A COMPREHENSIVE LISTING OF ACTIVITIES, DUTIES OR RESPONSIBILITIES THAT ARE REQUIRED OF THE EMPLOYEE. DUTIES, RESPONSIBILITIES, WORKING CONDITIONS, PHYSICAL DEMANDS, AND ACTIVITIES MY CHANGE OR NEW ONES MAY BE ASSIGNED AT ANY TIME WITH OR WITHOUT NOTICE.

ASURION PROVIDES EQUAL EMPLOYMENT OPPORTUNITIES TO ALL EMPLOYEES AND APPLICANTS FOR EMPLOYMENT AND PROHIBITS DISCRIMINATION AND HARASSMENT OF ANY TYPE WITHOUT REGARD TO RACE, COLOR, RELIGION, AGE, SEX, NATIONAL ORIGIN, DISABILITY STATUS, GENETICS, PROTECTED VETERAN STATUS, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION, OR ANY OTHER CHARACTERISTIC PROTECTED BY FEDERAL, STATE OR LOCAL LAWS.



THIS POLICY APPLIES TO ALL TERMS AND CONDITIONS OF EMPLOYMENT, INCLUDING RECRUITING, HIRING, PLACEMENT, PROMOTION, TERMINATION, LAYOFF, RECALL, TRANSFER, LEAVES OF ABSENCE, COMPENSATION AND TRAINING.