Human Resources Business Partner

What We’re Looking For:At GNC we embrace a “Live Well” philosophy, fostering a dynamic environment where innovation meets passion.  Whether someone is an athlete or just starting to focus on their health, we want to deliver the cutting-edge products they deserve. We are looking for an individual who is excited and eager to play a pivotal role in driving excellence in the health and wellness industry. This position offers the opportunity to engage in a collaborative environment where you will make a personal impact every day. As our Human Resources Business Partner, your role will be fully remote but expected to be based on the West Coast (California, Oregon, Washington). Your primary responsibility revolves around providing strategic leadership and guidance to your assigned business groups, with a focus on Human Resource planning, program development, and employee support. Collaborating with other interdepartmental teams, you play a crucial role in delivering HR services aligned with the organization's short, medium, and long-term business strategies.What You’ll Do:This is a Full-Time Salary PositionThe Human Resource Business Partner role extends support to designated groups  emphasizing the promotion of programs, policies, and fostering positive employee engagement. Your daily tasks involve effective collaboration with business leaders to manage employee relations and performance, strategic coaching on key HR strategies such as succession planning, career path development, and performance management. Leading talent assessments and facilitating onboarding and offboarding processes are integral components of your role. Reporting to the Director of Human Resources, you will serve as a business partner to the Division Management Team while addressing a wide array of associate issues. The Human Resource Business Partner will participate in Corporate Human Resource initiatives as required.Receive and investigate employee complaints/issues and respond in appropriate and timely mannerCase information will be properly recorded and reported to appropriate managementProvide initial investigation and preparation for issues including, but not limited to, wage and hour claims, EEOC claims, Civil Rights claims, etc.Assist with training HR Generalists new to roleAct as liaison between employee and management to answer questions or concerns regarding company policies, procedures and regulationsWorks with Sr HR Manager in developing and implementing policies and procedures for the fieldIn coordination with the Divisional HR Generalist, manage all ADA accommodation requests, following up with related documentation as need and serving as an information sources for the employeeAdministers corporate and retail compensation programs, including the performance management system, salary administration, and variable pay programsHandle management counseling on all employment actions and policy interpretationActively assist with the overall coordination of the recruiting activities for their respective divisionsCommunicate and manage affirmative action plans (AAP) for all relevant areas including gathering applicant flow/new hire dataEnsures that yearly reports are generated timely and completelyCommunicate goals to appropriate plan managers and identify areas of opportunityParticipate in district and region initiatives including but not limited to: recruiting, on-boarding, training, associate development, succession planning, etc.Where applicable, manage mandatory state training through online vendorManage all facets of unemployment compensation claims for respective Division including initial claim responses and requests for documentationProvide advance notification to applicable witnesses and provide follow upIdentify areas of opportunity to improve overall performanceTake ownership for the Human Capital for their respective division and keep the Division management and Corporate Store Operations management up to date on key Human Capital MetricsProvide both data and potential strategies for improving key areas such as associate and management turnoverReviews policies and procedures and makes recommendations for updates where neededAdditional duties as assigned