Director, Human Resources Business Partner

About the Company

Southern Glazer's Wine & Spirits is a long-established, family-owned leader in wine and spirits distribution with roots dating back to 1933. The organization emphasizes investment in its people, modern tools, continuous learning, and a culture where employees are supported, included, and encouraged to grow.

Role Overview

This position serves as a senior HR business partner supporting teams across the state from the Syosset, NY location. Reporting to the Senior Director of HR, the role works closely with senior leaders in a highly visible environment to shape people strategy, advise the business, and connect HR priorities to organizational goals.

The company states an expected first-year total compensation of $150,000 to $180,000 per year, including bonus. Final compensation is based on a candidate's education, skills, and experience.

Full-time employees may be eligible for a broad benefits package that includes medical and prescription drug coverage, dental and vision plans, flexible spending accounts, disability insurance, life insurance, a 401(k) plan, tuition assistance, wellness support, parental leave, vacation accrual, paid sick leave, and additional benefits.

Key Responsibilities

• Work with business leaders to design and execute initiatives that support both immediate and long-range business priorities, including leadership development, talent and performance management, change management, succession and workforce planning, recruiting, employee growth, rewards, recognition, and coaching.
• Coordinate closely between the business and COE teams to identify needs and align resources.
• Develop trusted relationships with leaders and stakeholders and collaborate with partners inside and outside HR to improve the impact of HR programs.
• Earn credibility through timely, accessible, and practical guidance.
• Evaluate organizational needs, identify capability gaps, and drive solutions that strengthen workforce performance; provide direct feedback on talent moves, promotions, gaps, and growth paths.
• Identify leadership development needs and deliver both one-on-one and group training as needed; support development plans for high-potential employees and monitor career progression.
• Help roll out corporate HR initiatives and programs effectively across the organization.
• Partner with compensation specialists on salary planning, pay actions, promotions, and job re-leveling.
• Handle employee relations matters with managers and employees while representing all interests fairly.
• Recommend improvements to HR systems, policies, and processes.
• Monitor market practices and trends to inform business and HR strategies.
• Serve as a dependable advisor through accessible, responsive, and accurate support.
• Carry out additional job-related responsibilities as assigned.

Requirements

• Bachelor's degree plus at least 5 years of relevant experience, or an equivalent combination of education and experience.
• Working knowledge of business and management principles such as strategic planning, resource allocation, HR modeling, leadership practices, production methods, and people coordination.
• Strong understanding of employment laws and local regulations.
• Experience working in union environments.
• Ability to spend significant time sitting, typing, and using a computer or mobile device.
• Occasional movement such as walking, bending, reaching, standing, squatting, and stooping may be required.
• May need to occasionally lift, lower, push, carry, or pull items up to 48 lb.

Equal Opportunity Statement

The employer maintains an affirmative action and equal opportunity policy and does not permit discrimination or harassment on protected grounds. Hiring, promotion, transfer, leave, compensation, and training decisions are covered under this policy. The organization also follows applicable laws regarding consideration of arrest and conviction records.

Additional Information

This role is not open to remote work and is based in Syosset, NY. The posting also notes that compensation may vary depending on experience, knowledge, skills, abilities, education, and performance level. Questions about local pay transparency compliance can be directed to the talent acquisition team at the company.