Lead Talent Business Partner - Ground Operations

ABOUT VEHO
Veho’s mission is to power the future of commerce by making shopping, shipping and returns seamless for everyone.
We are building a modern, end-to-end logistics infrastructure designed entirely for the ever-evolving needs of ecommerce brands and everyday consumers.
Powered by next-generation technology and a vertically integrated supply chain, Veho gives brands and their customers unprecedented control over their deliveries and removes the pain from the ecommerce post-purchase experience. We make delivery the ‘extension of the brand’ and leverage it to create deeper loyalty and trust between brands and their customers, driving customer retention and lifetime value. Our rapidly growing client list includes leading consumer brands like HelloFresh, Zara, Macy’s, Sephora, and more.
To truly build an iconic company, we strongly believe that our people and values must be aligned with our mission. As such, we take pride in our championship team, merit-based culture. We seek team players who want to compete, win, make an impact and build a legacy, and we reward performance and impact players with generous equity and incredible career growth opportunities.
ABOUT THE ROLE
At Veho, we're changing the delivery experience through technology and a network of people who get packages where they need to go. Our Ground Operations teams are essential to that work, managing package sortation, warehouse operations, and the daily execution that keeps our delivery network moving.
We're looking for a Lead, Talent Business Partner to support our Ground Operations organization.
This is a hands-on role for someone who understands the challenges of hourly workforces, builds strong relationships with frontline leaders, and knows how to handle difficult employee situations with fairness, urgency, and sound judgment.
You'll partner with operational leaders, warehouse managers, and supervisors to manage employee relations issues, raise performance standards, improve workforce stability, and create a better experience for our teams.
You'll spend time in our warehouses, work with employees across different shifts, and develop a firsthand understanding of what our teams experience every day.
We want someone who can solve problems independently, use data to identify opportunities, and find practical ways to make People support more efficient through technology and AI.
Your goal is to help Ground Operations leaders build strong teams, address problems early, and create safe, accountable workplaces where people can do their best work.
WHAT YOU'LL OWN
MANAGE EMPLOYEE RELATIONS AND WORKPLACE RISK
- Independently manage employee complaints, investigations, misconduct allegations, disciplinary matters, and other employee relations cases across assigned locations.
- Conduct fair, timely, and well-documented investigations, making sound recommendations and escalating sensitive or high-risk matters appropriately.
- Partner with Employee Relations, Legal, and People Operations on accommodations, leave concerns, retaliation allegations, employment separations, and other complex matters.
- Coach leaders on applying policies consistently, documenting employee concerns, and navigating employment requirements affecting hourly and non-exempt employees.
- Identify recurring employee relations issues and work with site leadership to address the causes, not just individual incidents.
RAISE PERFORMANCE STANDARDS AND DEVELOP FRONTLINE LEADERS
- Help managers set clear expectations for performance and behavior using Veho's A Player standards: extreme ownership, urgency, first-principles thinking, direct challenge, learning, and putting the team first.
- Challenge leaders when underperformance goes unaddressed, expectations are inconsistent, or decisions are not supported by facts.
- Coach managers on feedback, performance improvement, difficult conversations, and appropriate corrective action.
- Identify strong performers and emerging leaders, supporting their development, recognition, and opportunities for advancement.
- Partner with Talent Acquisition and site leaders to reinforce hiring standards and improve the readiness of new employees.
STRENGTHEN WAREHOUSE CULTURE AND EMPLOYEE EXPERIENCE
- Build trust with employees and leaders through regular warehouse visits, direct conversations, and consistent follow-through.
- Identify concerns involving communication, fairness, manager behavior, employee well-being, or team dynamics before they become larger problems.
- Help leaders build teams where employees feel safe raising concerns, challenging ideas respectfully, and taking accountability for their work.
- Use employee feedback, engagement results, and exit insights to recommend practical changes that improve the employee experience.
- Partner with Operations and Safety on workplace concerns that affect employee safety, trust, or working conditions.
IMPROVE WORKFORCE STABILITY AND OPERATIONAL READINESS
- Work with site and operational leaders to understand staffing levels, shift coverage, current headcount needs, and workforce challenges.
- Review attrition, attendance, and performance trends to identify where people issues are affecting operational execution.
- Partner with Talent Acquisition and operational leaders on hiring priorities, onboarding gaps, and early-tenure retention.
- Support succession and internal mobility planning for frontline and site leadership positions.
- Recommend changes that improve workforce stability while accounting for the practical needs of warehouse operations.
USE DATA AND TECHNOLOGY TO MAKE WORK EASIER
- Use people data and operational metrics to identify patterns, prioritize issues, and recommend improvements.
- Apply approved AI tools and automation to reduce repetitive work, simplify reporting, and make manager resources easier to access.
- Measure whether new processes improve response times, consistency, or the quality of People support.
- Partner with Talent Strategy & Operations to adopt enterprise tools and share improvements that could benefit other locations.
- Maintain appropriate confidentiality, accuracy, and human oversight when handling sensitive employee information.
SUPPORT OPERATIONAL CHANGE
- Partner with leaders during site openings, leadership changes, staffing adjustments, and organizational transitions.
- Help managers communicate changes clearly, respond to employee concerns, and maintain continuity during implementation.
- Represent Ground Operations in cross-functional People initiatives, ensuring new practices work for hourly employees and warehouse leaders.
WHAT YOU'LL BRING
REQUIRED QUALIFICATIONS
- Employee relations expertise: Experience independently managing investigations, employee complaints, disciplinary matters, and complex workplace issues.
- Hourly workforce experience: Experience supporting frontline, non-exempt, shift-based, or distributed employee populations.
- Sound judgment and high EQ: You can build trust, handle sensitive situations, manage conflict, and make fair decisions under pressure.
- Performance management: You're comfortable challenging managers, coaching through difficult conversations, and ensuring performance issues are addressed.
- Operational understanding: You understand the realities of frontline work and can balance business priorities with employee needs.
- Analytical skills: You can interpret workforce trends and use data to identify practical solutions.
- Ownership and execution: You manage competing priorities, follow through on commitments, and work independently across multiple locations.
- Employment practices knowledge: You understand the employment laws and policies relevant to hourly workforces, including wage and hour, leave, accommodations, and employee protections.
- Technology fluency: You're comfortable with HRIS and digital tools and willing to use AI to improve efficiency.
- Communication skills: You can work effectively with hourly employees, supervisors, and senior operational leaders.
PREFERRED QUALIFICATIONS
- Experience in warehousing, logistics, transportation, distribution, manufacturing, or fulfillment.
- Experience supporting multiple sites, locations, or operating shifts.
- Familiarity with high-volume hiring, seasonal staffing, and frontline retention.
- Experience supporting site launches or organizational changes.
- Experience using employee relations case management tools or HR automation.
WHAT SUCCESS LOOKS LIKE
Success means stronger frontline leaders, fair and consistent employee relations practices, and a more stable workforce. We expect this person to get involved quickly and make a difference in the day-to-day experience of our teams.
FIRST 30 DAYS
- Build relationships with operational and site leaders, visit supported warehouses, and understand how people challenges affect daily operations.
- Review active employee relations issues, workforce metrics, and recurring manager challenges to identify immediate priorities.
- Independently resolve or meaningfully advance a significant employee or leadership matter.
BY DAY 90
- Establish consistent employee relations case management with clear documentation, timely follow-through, and appropriate escalation.
- Demonstrate improved manager handling of performance or employee concerns through direct coaching.
- Take action on a recurring issue affecting retention, culture, or operational stability.
- Introduce a practical process or technology improvement that reduces manual work or improves People support.
WITHIN 6 MONTHS
- Managers are handling routine performance and employee situations more confidently and consistently.
- Recurring employee relations issues are being identified earlier and addressed at their source.
- Supported locations show measurable progress on a priority workforce issue such as earl

Employment type
FullTime

Work arrangement
No