HR Partner III

Advantage Solutions is one of North America’s leading sales and marketing agencies specializing in outsourced sales, merchandising, category management, and marketing services to manufacturers, suppliers, and producers of food products and consumer packaged goods. The Company services a variety of trade channels including grocery, mass merchandise, specialty, convenience, drug, dollar, club, hardware, consumer electronics, and home centers. We bridge the gap between manufacturers and retailers, providing consumers access to the best products available in the marketplace today.

The HR Partner III serves as a key advisor and partner to managers and employees, providing expert guidance on employee relations, HR policies, compliance, and talent management. This role supports the execution of HR strategies that enhance workforce planning, performance management, and engagement initiatives. With a strong focus on HR analytics, compliance, and process improvement, the HR Partner III ensures alignment with business objectives while fostering a positive and compliant work environment. Working closely with HR leadership and business partners, this role plays a critical part in driving HR excellence and supporting organizational success.

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  Act as a key HR advisor to managers and employees on employee relations matters, conduct investigations, recommend resolutions, and ensure compliance with company policies and employment laws while providing coaching to leadership

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  Interpret and enforce HR policies, ensure compliance with employment laws, and partner with HR leadership to develop and implement HR policies and procedures while conducting compliance audits and recommending improvements

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  Advise employees and managers on compensation structures, job leveling, and benefits programs, conduct compensation analysis, and collaborate with partners to ensure pay equity and market competitiveness while supporting workforce budget planning

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  Analyze HR data including turnover trends, engagement surveys, performance metrics, and hiring data, and present insights to leadership while recommending data-driven strategies for retention, succession planning, and workforce optimization

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  Guide managers on performance review cycles, goal-setting, and development plans, advise on performance plans, and support leadership with succession planning and team development strategies

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  Support organizational changes, workforce realignment, and change management initiatives, and lead HR initiatives related to engagement and leadership development

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  Partner with talent acquisition to refine hiring processes, assess workforce needs, and enhance onboarding programs to improve candidate experience and retention

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  Utilize HR systems to enhance reporting and automation, and identify opportunities to improve HR processes and technology use to increase efficiency and scalability

• →
  • →

    Act as a key HR advisor to managers and employees on employee relations matters, conduct investigations, recommend resolutions, and ensure compliance with company policies and employment laws while providing coaching to leadership

  • →

    Interpret and enforce HR policies, ensure compliance with employment laws, and partner with HR leadership to develop and implement HR policies and procedures while conducting compliance audits and recommending improvements

  • →

    Advise employees and managers on compensation structures, job leveling, and benefits programs, conduct compensation analysis, and collaborate with partners to ensure pay equity and market competitiveness while supporting workforce budget planning

  • →

    Analyze HR data including turnover trends, engagement surveys, performance metrics, and hiring data, and present insights to leadership while recommending data-driven strategies for retention, succession planning, and workforce optimization

  • →

    Guide managers on performance review cycles, goal-setting, and development plans, advise on performance plans, and support leadership with succession planning and team development strategies

  • →

    Support organizational changes, workforce realignment, and change management initiatives, and lead HR initiatives related to engagement and leadership development

  • →

    Partner with talent acquisition to refine hiring processes, assess workforce needs, and enhance onboarding programs to improve candidate experience and retention

  • →

    Utilize HR systems to enhance reporting and automation, and identify opportunities to improve HR processes and technology use to increase efficiency and scalability

  • →

    Office / Sedentary Requirements: Incumbent must be able to perform the essential functions of the job. Work is performed primarily in an office environment. Typically, requires the ability to sit for extended periods of time (66%+ each day), ability to hear telephone, ability to enter data on a computer and may require the ability to lift up to 10lbs.

     

Job duties include additional responsibilities as assigned by one’s supervisor or other manager related to the position/department. This job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required for the position. The Company reserves the right at any time with or without notice to alter or change job responsibilities, reassign or transfer job positions, or assign additional job responsibilities, subject to applicable law. The Company shall provide reasonable accommodations of known disabilities to enable a qualified applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this position. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of associates so classified. The Company is committed to providing equal opportunity in all employment practices without regard to age, race, color, national origin, sex, sexual orientation, religion, physical or mental disability, or any other category protected by law. As part of this commitment, the Company shall provide reasonable accommodations of known disabilities to enable an applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law.