Join Us in the Fight Against Hunger!

At the Food Bank of Central & Eastern North Carolina, we believe in a future where no one goes hungry. Our mission is simple but powerful: Nourish people. Build solutions. Connect communities.

We’re looking for passionate, dedicated people to bring their talents to an organization where every role makes a real difference. Guided by our values - Integrity, Compassion, Dedication, Teamwork, and Fun - we work hard, support one another, and celebrate the impact we create together.

If you’re ready to put purpose at the center of your career, we’d love to have you on our team!

About the Role

The Strategic Human Resources Business Partner (SHRBP) plays a pivotal role in advancing the Food Bank’s mission to Nourish people. Build solutions. Empower communities.  The SHRBP serves as a trusted advisor and strategic partner to leaders and employees across assigned departments. The SHRBP aligns people strategies with organizational priorities and provides guidance in talent acquisition, employee development, performance management, employee engagement, organizational effectiveness, employee relations, compensation, and HR compliance.

The successful candidate will demonstrate a strong commitment to the organization’s mission and values while building trusted relationships at all levels. This individual will help foster an inclusive, collaborative, high-performing workplace where employees can grow and contribute to the organization’s success.

Note: This role will be based in the Wilmington location with frequent travel to Greenville, New Bern, and Wilmington locations and occasional travel to Raleigh.  Candidates must have a NC driver's license and a clean driving record. Work hours are 8:30am – 5:00 pm, Monday - Friday.

Essential Functions

Talent Acquisition and Onboarding

• Manage and support the full recruitment lifecycle, including workforce planning, job description development, sourcing, interviewing, candidate selection, and offer preparation, and recruitment records for designated client areas.
• Consult with client areas hiring managers to develop effective recruitment strategies and consistent, equitable selection processes.
• Help attract and select qualified candidates who demonstrate the skills, experience, and values needed for organizational success.
• Lead onboarding programs that help new employees understand their roles, build organizational connections, and become productive members of their teams.

HR Strategy and Organizational Effectiveness

• Partner with organizational leaders to develop and execute HR strategies aligned with the organization’s strategic plan, mission, and operational priorities.
• Advise leaders on organizational design, workforce planning, succession planning, and change management.
• Coach managers on leadership effectiveness, team development, employee performance, and workforce-related decisions.
• Use workforce data, employee feedback, and HR metrics to identify trends, evaluate program effectiveness, and recommend improvements.
• Participate in the development, implementation, and continuous improvement of HR policies, programs, and procedures.

HR Operations and Compliance

• Maintain current knowledge of federal, state, and local employment laws, regulations, and HR best practices. Provide policy      interpretation and practical guidance to managers and employees.
• Recommend updates to policies, procedures, and practices to support legal compliance and organizational effectiveness.
• Help ensure compliance with applicable requirements, which may include FLSA, EEO, ADA, FMLA, OSHA, immigration, and record-retention obligations.
• Maintain complete, accurate, and confidential employee records in accordance with legal and organizational requirements.
• Support HR audits, reporting, data integrity, and continuous process improvement.
• Evaluate and use HR systems and technologies to improve efficiency, reporting, and employee experience.

Talent Development and Performance Management

• Advise leaders on employee development, career growth, succession planning, and leadership development strategies.
• Facilitate talent review and succession-planning discussions for assigned departments which include identifying critical roles, high-potential employees, development needs, and workforce risks.
• Guide managers through goal setting, ongoing feedback, coaching, performance evaluations, and performance improvement processes. Promote accountability and consistent performance management practices across the organization.

Employee Relations

• Serve as a knowledgeable and approachable resource for managers and employees regarding workplace concerns, policies, and employment practices.
• Provide timely, fair, and consistent guidance on employee relations matters.
• Conduct or support workplace investigations and prepare clear, objective documentation and recommendations.
• Assist managers in proactively resolving conflicts and addressing attendance and performance issues.
• Protect confidentiality and handle sensitive employee information with sound judgment and discretion.

Compensation, Benefits, and Leave Administration

• Participate in compensation reviews, market analyses, salary surveys, job evaluations, salary-grade updates, and merit and promotion processes.
• Advise leaders on compensation decisions to promote internal equity, market competitiveness, and compliance with organizational guidelines.
• Support benefits administration, annual enrollment, and employee education related to benefit programs.
• Guide employees and managers through applicable leave and accommodation processes, which may include FMLA, short-term disability, long-term disability, workers’ compensation, and other protected or organizational leaves.
• Partner with payroll, benefits providers, and other internal or external stakeholders to resolve employee questions and administrative issues.

Employee Engagement and Organizational Culture

• Develop and implement initiatives that improve employee engagement, retention, collaboration, and organizational effectiveness.
• Partner with leaders and employees to promote an inclusive workplace where different perspectives, backgrounds, and experiences are valued.
• Review employee feedback, engagement survey results, turnover data, and other indicators to identify opportunities for improvement.

 Required Qualifications

• Bachelor’s degree in human resources, business administration, organizational development, or a related field, or an equivalent combination of education and relevant experience.
• Seven to ten years of progressive human resources experience, including experience supporting managers and employees across multiple HR disciplines.
• Demonstrated experience the areas of Organization Effectiveness, Employee Engagement, Performance Management, Talent Acquisition, Talent Development, Employee Relations, and Employment-law compliance.
• Experience coaching leaders and developing effective working relationships across organizational levels.
• Working knowledge of applicable federal, state, and local employment laws.
• Proficiency with HR information systems, applicant-tracking systems, Microsoft Office, or comparable workplace technology.
• Ability to handle confidential and sensitive information with integrity and discretion.

Preferred Qualifications

• Professional HR certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
• Experience working in HR for transportation, food distribution, and/or logistics.
• Experience with HRIS systems such as Paylocity, Paychex, Bamboo HR and Microsoft Office suite.

Knowledge, Skills, and Abilities

• Strong consultation, coaching, and relationship-building skills.
• Excellent written, verbal, and interpersonal communication skills.
• Strong analytical, problem-solving, conflict-resolution, and decision-making skills.
• Demonstrated commitment to fairness, inclusion, professionalism, and consistent HR practices.
•  Ability to work independently while collaborating effectively with the broader HR team and organizational leadership.
• Strong leadership skills and the ability to manage multiple priorities, meet deadlines, and respond effectively to changing needs.
• Sound judgment and the ability to balance employee needs, organizational goals, legal requirements, and operational realities.

  Physical Demands and Work Environment

• Regularly required to talk, hear, and use hands to operate standard office equipment.
• Frequently sits; occasionally stands, walks, reaches, and lifts/moves up to 10 pounds.
• Work performed in a hybrid office and community environment, including occasional visits to warehouse or program sites.

EQUAL OPPORTUNITY EMPLOYER

We are an equal opportunity employer. We do not regard race, color, religion, national origin, age, sex, pregnancy, marital status, disability, genetic information, veteran status, sexual orientation or any protected class characteristic when seeking to hire. This practice, in addition to hiring, applies to our recruiting, training, transfers, promotions, job benefits, pay, dismissal practices, social and recreational activities, and any other term or condition of employment.We care about our employees, our candidates, and our community. As such, please note that this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

Benefits For You

We help YOU thrive. As a mission-based organization, we believe our team needs great support to help deliver on our work to Nourish People, Build Solutions, and Empower Communities. Our comprehensive benefits package includes:

• Medical, Dental and Vision Plans
• Health Spending Accounts + Employer Contributions
• Flexible Spending Accounts
• Paid Time off: including Holidays, Personal, Vacation, and Sick Time
• 403(b) with 5% Match after 90 days
• Paid Parental Leave
• Employee Assistance Program
• 100% Employer paid STD and LTD Insurance
• 100% Employer paid Group Life Insurance
• Voluntary benefits including Accident, Critical Illness, and Hospital Indemnity
• Business Travel mileage reimbursement