HR Partner 3
Advantage Solutions
HR Partner 3
Advantage Solutions
Guides Rx-to-OTC brand transitions
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.
Responsibilities
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
Qualifications
Education Requirements: Bachelor’s degree (Bachelor’s degree in human resources or a related field preferred)
Experience Requirements: 4–6 years experience in relevant field (HR Generalist experience preferred)
Travel requirement: No travel requirements
Supervisor Responsibility
Direct Reports: This position does not have supervisory responsibilities for direct reports
Indirect Reports: Does not have direct reports, but may delegate work of others and provide guidance, direction and mentoring to indirect reports
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Job Will Remain Open Until Filled
The Company 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.
Responsibilities
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
Qualifications
Education Requirements: Bachelor’s degree (Bachelor’s degree in human resources or a related field preferred)
Experience Requirements: 4–6 years experience in relevant field (HR Generalist experience preferred)
Travel requirement: No travel requirements
Supervisor Responsibility
Direct Reports: This position does not have supervisory responsibilities for direct reports
Indirect Reports: Does not have direct reports, but may delegate work of others and provide guidance, direction and mentoring to indirect reports
Environmental & Physical Requirements
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.
Additional Information Regarding Job Duties
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.
Compensation: 58400 to 73000 (USD)
Guides Rx-to-OTC brand transitions
Advantage Consumer Healthcare helps healthcare brands move products from prescription (Rx) to over-the-counter (OTC) in the U.S., providing strategic planning through to tactical execution. It uses Advantage Solutions’ resources to manage regulatory, pricing, packaging, retailer engagement, and in-store activation, with revenue from consulting fees and performance-based incentives tied to sales growth and brand equity gains. The leadership brings hands-on experience from manufacturing, retail, and sales services, plus access to the parent company’s assets and industry connections for targeted U.S. execution. The goal is to increase product availability on shelves, strengthen brand equity, and drive retail sales through a successful Rx-to-OTC transition.
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