Workforce and Operations Business Partner (Remote)

Description

We are HALO! We connect people and brands to create unforgettable, meaningful, and lasting experiences that build brand engagement and loyalty for our over 60,000 clients globally. Our nearly 2,000 employees and 1,000 Account Executives located in 40+ sales offices across the United States are the reason HALO is the global leader in branded merchandise, uniform programs, and recognition and incentive solutions. 

The Workforce and Operations Business Partner is the senior workforce & performance partner to leaders across Operations, Finance, and Technology. The role connects business priorities to decisions about how work is designed, how organizations are structured, and how workforce capability is built and sustained.

• →Build trusted relationships with senior leaders across Operations, Finance, and Technology and engage early in business and operating decisions. 
• →Translate business priorities, growth plans, and operating challenges into an integrated Workforce & Performance agenda.
• →Connect workforce recommendations to execution, productivity, cost, service, risk, capability, and employee-experience outcomes.

At HALO, we unleash the energy of our client's brands and amplify their stories to capture the attention of those who matter most. For that reason, more than 60,000 small- and mid-sized businesses work with HALO and have made us the global leader of the branded merchandise industry.

• →Career Advancement: At HALO, we love promoting from within. Internal promotions have been the key to our exponential growth in the last few years. With so many industry leaders at HALO, you'll have the opportunity to accelerate your career by learning from their experience, insights, and skills and gain access to HALO's influential global network, leadership experiences, and diverse thinking.
• →Culture: We love working here and know that you will too. You can expect a positive culture of ingenuity, inclusion, and relentless determination. We push the limits of possibilities and imagination by staying curious, humble, and provocative in order to break through yesterday's limit. Diversity is the source of our creativity and we thrive when each of us contributes to an inclusive culture of respect, dignity, and equity mindset in everything we do. We keep our promise for excellence with an unrelenting commitment to achieving results and supporting one another to stay accountable, transparent, and dependable.
• →Recognition: You're going to succeed here, and you can count on us to celebrate your wins. Colleagues across the company will join in recognizing your big milestones and nominate you for awards. Over time, you'll earn so much recognition that you can convert into gift cards, trips, concerts, and merchandise at your favorite brands.

HALO is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We insist on an environment of mutual respect where equal employment opportunities are available to all applicants without regard to race, color, religion, sex, pregnancy (including childbirth, lactation and related medical conditions), national origin, age, physical and mental disability, marital status, sexual orientation, gender identity, gender expression, genetic information (including characteristics and testing), military and veteran status, and any other characteristic protected by applicable law. Inclusion is a core value at HALO and we seek to recruit, develop and retain the most talented people.

HALO participates in E-Verify. Please see the following notices in English and Spanish for important information: E-Verify Participation and Right to Work.

HALO is committed to working with and providing reasonable accommodations to individuals with disabilities. If you need reasonable accommodation because of a disability for any part of the employment process – including the online application and/or overall selection process – you may email us at hr@halo.com. Please do not use this as an alternative method for general inquiries or status on applications as you will not receive a response. Reasonable requests will be reviewed and responded to on a case-by-case basis.

• Diagnose and improve organization structures, roles, spans, layers, decision rights, handoffs, capabilities, and team effectiveness. 
• Lead workforce planning and workforce-mix recommendations across employees, contractors, onshore/offshore teams, external partners, technology, automation, AI, and agents.
• Ensure new work models have clear accountability, human oversight, escalation paths, access controls, governance, performance measures, and sustainability plans. 

• Lead critical-talent, succession, leadership-readiness, and capability discussions across the assigned portfolio.
• Provide core Business Partner counsel on talent, performance, employee relations, leadership, team effectiveness, and employee experience.
• Identify systemic performance barriers and connect them to organization, leadership, capability, or work-design solutions.

• Connect business needs to the right Workforce & Performance capabilities and coordinate integrated support across specialist teams and Centers of Expertise.
• Lead the cross functional implications of major transformations, integrations, offshoring, sourcing, technology, automation, and AI-enabled changes.
• Establish practical operating rhythms, decision logs, measures, and follow-through so recommendations move into execution.

• Set priorities, standards, and expectations for the Associate HRBP and create a clear path toward increasing ownership and judgment.
• Build repeatable tools, practices, and knowledge that strengthen the broader Workforce Business Partner community.
• Model enterprise thinking, constructive challenge, sound judgment, and disciplined execution. 

Requirements

• 10+ years of progressive experience in HR business partnership, workforce strategy, organization design, operating-model transformation, talent, or related field.
• Demonstrated experience partnering with senior leaders across complex, interconnected businesses, ideally including Operations, Finance, Technology, or similar functions.
• Strong ability to translate business strategy and operating challenges into practical organization, workforce, work-design, and talent recommendations.
• Experience with significant change, restructuring, sourcing, offshoring, technology adoption, automation, AI, M&A integration, or operating model work.
• Strong business acumen and comfort using workforce, financial, operating, and employee data to inform decisions.
• Experience leading or developing a team, with strong influence, facilitation, executive communication, judgment, discretion, and emotional intelligence.
• Operate as a business leader and enterprise partner, not only as an HR functional expert.
• Make work, roles, decisions, workforce capacity, risks, and trade-offs more visible and actionable.
• Build trust through clarity, follow-through, practical judgment, and constructive challenge.