About the role
Stord is The Consumer Experience Company, powering seamless checkout through delivery for today's leading brands. Stord is rapidly growing and is on track to double our revenue in the next 18 months. To meet and exceed this target, Stord is strategically scaling teams across the entire company, and seeking energetic experts to help us achieve our mission. By combining comprehensive commerce-enablement technology with high-volume fulfillment services, Stord provides brands a platform to compete with retail giants. Stord manages over $10 billion of commerce annually through its fulfillment, warehousing, transportation, and operator-built software suite including OMS, Pre- and Post-Purchase, and WMS platforms. Stord is leveling the playing field for all brands to deliver the best consumer experience at scale. With Stord, brands can increase cart conversion, improve unit economics, and drive sustained customer loyalty. Stord’s end-to-end commerce solutions combine best-in-class omnichannel fulfillment and shipping with leading technology to ensure fast shipping, reliable delivery promises, easy access to more channels, and improved margins on every order. Hundreds of leading DTC and B2B companies like AG1, True Classic, Native, Seed Health, quip, goodr, Sundays for Dogs, and more trust Stord to deliver industry-leading consumer experiences on every order. Stord is headquartered in Atlanta with facilities across the United States, Canada, and Europe. Stord is backed by top-tier investors including Kleiner Perkins, Franklin Templeton, Founders Fund, Strike Capital, Baillie Gifford, and Salesforce Ventures. The HR Business Partner (HRBP) serves as a strategic advisor to leadership, aligning business objectives with employees and management across multiple sites. This role is program-driven, providing subject matter expertise in at least one core HR discipline while mentoring team members and supporting 500+ employees. The HRBP partners with leaders to staff, engage, develop, and maintain safe and compliant workplaces, delivering HR strategies that drive business outcomes. Key Responsibilities Employee Relations & Investigations Conduct thorough, timely, and objective investigations into complex employee relations (ER) matters, ensuring fair resolution. Partner with leadership to identify ER trends and implement preventive strategies. Maintain high standards of documentation and compliance, minimizing legal risk. Performance Management & Corrective Actions Coach managers on corrective actions, disciplinary measures, and performance management best practices. Mentor leaders on workforce planning and succession strategies. Serve as a strategic advisor on performance-related matters to senior site leadership. HR Strategy & Business Partnership Align HR strategies with operational and business goals, supporting multi-site coverage. Provide data-driven insights to improve productivity, retention, and morale. Anticipate workforce needs and proactively propose strategic HR initiatives. Talent Management & Succession Planning Own talent acquisition for multiple sites, including leadership roles, while maintaining hiring efficiency metrics. Develop scalable recruitment strategies and implement employer branding initiatives. Ensure job descriptions, interview plans, and succession plans are current and aligned with business needs. Policy & Compliance Leadership Provide guidance on company policies, ensuring consistent application across locations. Monitor compliance with federal, state, and local employment laws, proactively addressing risks. Lead policy refinement efforts to ensure clarity, compliance, and operational alignment. Data Analysis & HR Reporting Maintain and analyze key HR metrics including labor trends, engagement scores, and retention rates. Provide actionable insights to leadership based on HR data. Use reporting to influence decision-making and optimize workforce planning. Change Management & Process Improvement Lead HR process improvements and change initiatives with minimal disruption to operations. Partner with cross-functional teams to ensure smooth adoption of new policies and systems. Leadership & Cross-Functional Collaboration Build strong relationships with site and regional leadership, influencing HR and operational strategies. Mentor HR team members, sharing expertise and supporting professional development. Collaborate with Operations, Safety, Talent Acquisition, and other HR functions to ensure cohesive service delivery. Required Skills & Abilities Strategic thinking with proven ability to influence senior leadership. Strong analytical, problem-solving, and data interpretation skills. Excellent interpersonal, verbal, and written communication skills. Deep knowledge of multiple HR disciplines and relevant employment laws. Proficiency in Microsoft Office Suite and HRIS systems (e.g., Workday). Demonstrated success in a program-driven, multi-site HR role. Education & Experience Bachelor’s degree required; advanced degree preferred. SHRM-CP or SHRM-SCP certification (or ability to obtain within one year). 5–7 years of progressive HR experience in a warehousing, distribution center, or supply chain/logistics environment, including complex ER case management. Experience supporting 500+ employees across multiple locations. Proven track record of designing and implementing scalable HR programs. We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. Stord participates in E-verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S.