Ready to shape the employee experience at Echo USA? We're looking for an experienced HR leader to guide the people strategy for our corporate team and own key programs that impact every employee across the company. In this role, you'll be the go-to HR partner for our corporate employees and leaders while redesigning our performance management approach and run the performance process for the corporate team, handle employee relations with care and sound judgment, and partner with leadership teams through quarterly business reviews to align people priorities with business goals. Performance Management Strategy & Administration (Corporate) Design and continuously evolve the company's performance management philosophy, framework, and cycle (goal-setting, check-ins, reviews, ratings, and calibration). Own end-to-end administration of the performance management process for the corporate employee population, including timeline management, manager enablement, and calibration facilitation. Train and coach corporate managers on writing reviews, delivering feedback, and handling underperformance conversations. Analyze performance outcomes and trends to identify calibration issues, bias, or gaps, and recommend improvements to the framework. Employee Relations (Corporate) Serve as the primary employee relations contact for corporate employees, including intake, investigation, and resolution of complaints and conflicts. Advise corporate managers on performance-related separations, disciplinary action, and other sensitive personnel decisions, partnering with legal counsel as needed. Track corporate ER case trends and metrics, and use them to inform manager training and policy updates. Leadership Partnership, Business Reviews & Workforce Planning Own the cadence, content, and facilitation of quarterly business reviews (QBRs) with designated corporate leadership, covering headcount, performance, engagement, and attrition data. Act as a strategic HR business partner to corporate leaders on org structure, workforce planning, and team effectiveness. Support succession planning and talent review discussions for key corporate roles, feeding insights into QBRs and leadership development priorities. Engagement, Culture & Onboarding (Company-Wide) Own the company-wide employee engagement strategy, including survey design, results analysis, and manager action planning. Collaborate with the Total Rewards Manager to oversee recognition programs that reinforce company values across all departments. Oversee the design, execution, and maintenance of the onboarding program for all new hires company-wide, partnering with department leaders to ensure a consistent, high-quality new-hire experience and to continuously improve time-to-productivity. Learning & Development (Company-Wide) Oversee the company's learning and development strategy, including leadership development, manager training, and skills-based curricula. Identify company-wide skill and capability gaps in partnership with business leaders, and build or curate programs to close them. Manage relationships with any external L&D vendors, facilitators, or learning platforms, and measure program effectiveness. HR Compliance, Policy & Reporting (Corporate) Maintain corporate-specific HR policies and ensure consistency with the broader employee handbook and applicable employment law. Interpret HR dashboards and reporting (headcount, performance, engagement, attrition) to support QBRs and leadership decision-making. Team Leadership Manage, coach, and develop one direct report, overseeing their work across onboarding logistics, ER casework support, and program administration. Build scalable processes and documentation across all owned programs to support consistency as the company grows. Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights (https://www.eeoc.gov/poster) notice from the Department of Labor.