Human Resources Business Partner

Griffin Resources is recruiting for a People Business Partner on behalf of Heinemann Americas, Inc. located in Coral Gables, FL. Founded in 2014 as a subsidiary of Germany-based Gebr.

Heinemann, Heinemann Americas has grown into a key player in cruise retail and distribution, backed by over 140 years of expertise in Travel Retail. Serving cruise lines, airports, airlines, border shops, free trade zones, and crew shops across North, Central, and South America as well as the Caribbean, Heinemann Americas is dedicated to close collaboration with clients, partners, and suppliers. Our focus extends beyond product offerings, delivering pioneering store concepts, unique services, and innovative solutions that adapt to the evolving demands of the market.

The People Business Partner provides strategic partnership and leadership to foster a high-performing, engaged workforce, contributing to a more productive and profitable business. With a deep understanding of retail operations and business priorities, this role collaborates proactively with business leaders to develop and implement talent strategies and workforce planning to achieve business objectives. Success in this role requires building strong, consultative relationships with senior leaders and their teams, acting with autonomy and responsibility as a trusted advisor, coach, and confidant on business and talent-related matters.

The People Business Partner works closely with Department Leadership, People & Services, People Development, Retail Operations, and other key departments. Essential Duties & Responsibilities: Collaborates with the Director, People & Culture (P&C) and retail operations to design and execute organizational strategies that enhance human resources performance and effectiveness.

Partners with retail operations and regional corporate management to align HR initiatives with business needs, ensuring value-added staffing solutions that boost management and employee performance. Works with retail leaders, operations, and people development to assess training needs and recommend performance management strategies where necessary. Investigates and addresses complaints from regional corporate offices and retail teams.

Utilizes organizational development techniques to analyze workplace issues, recommend solutions, and implement them in partnership with the Director, P&C. Develops and implements strategies to improve employee satisfaction and retention across regional corporate offices and retail teams. Maintains a comprehensive understanding of key business issues and ensures HR strategies align with organizational goals to drive desired outcomes.

Collaborates with the Director, P&C to identify the necessary organizational structures, competencies, and processes for business growth and efficiency. Identifies trends and risk factors, providing recommendations to improve employee satisfaction, engagement, and productivity across the region. Assists people development in following up on leadership plans, fostering accountability between department leaders and employees, or retail managers and their teams.

Ensures compliance with regulatory requirements and company policies for safe and competent staffing on vessels, in partnership with the Director, P&C and cruise partner. Manages employee surveys and feedback processes for regional corporate offices and retail teams, ensuring results are communicated and action plans are implemented. Acts as a resource for organizational effectiveness, including onboarding, performance management, change management, employee recognition, and employee relations across regional corporate offices and retail teams.

This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position. Employees will be required to perform any other job-related duties assigned. Financial Responsibilities:

Vendor and Contract Negotiation: Oversees contracts with external vendors related to HR services, such as crew recruitment agencies, training providers, and welfare programs, ensuring cost-effective partnerships while maintaining service quality. Employee Turnover and Retention Cost Management:

Tracks and reports the financial impact of employee turnover, working on strategies to reduce turnover-related costs such as recruitment, training, and onboarding for new hires. Performance Management Impact on Financial Goals: Ensures that performance management systems are linked to financial outcomes, driving productivity improvements, and reducing inefficiencies in shipboard retail operations.

Compliance Fines and Risk Mitigation: Proactively manages compliance with maritime regulations and employment laws to avoid financial penalties, fines, or disruptions to business operations due to non-compliance. Qualifications: Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field. 5 years of experience in human resources, with at least 3 years in a business partner role, preferably within a shipboard retail or maritime environment.

In-depth knowledge of Maritime Labor Conventions (MLC) and other relevant international maritime regulations. Experience working within shipboard operations, understanding the unique challenges of managing a seafaring workforce. Strong knowledge of employment laws, particularly those related to the maritime industry, as well as HR best practices for onboard staff.

Experience in talent management, workforce planning, and employee relations in a maritime retail context. HR certification (e.g., SHRM-CP, or PHR) is a plus. Knowledge & Skills:

Maritime Regulations: Strong understanding of the Maritime Labor Convention (MLC), International Maritime Organization (IMO) standards, and other regulatory frameworks governing shipboard retail operations.

Compliance Expertise:

Demonstrated experience ensuring compliance with maritime labor laws, safety regulations, and company policies for onboard retail operations. Shipboard Operations Knowledge: Familiarity with the nuances of shipboard retail operations, including manning requirements, crew welfare, and logistics management in a maritime environment.

Organizational Development: Ability to develop HR strategies that address the unique needs of a mobile, multinational, and diverse workforce, focusing on employee satisfaction, retention, and productivity. Communication & Collaboration:

Excellent communication skills, with the ability to collaborate effectively with retail operations teams, shipboard management, and regulatory bodies. Problem Solving & Conflict Resolution: Expertise in handling employee relations issues in a shipboard context, ensuring quick resolution of conflicts while maintaining regulatory compliance.

Change Management: Skilled at leading organizational changes onboard ships, including adapting to regulatory updates and evolving business needs. Cross-Cultural Sensitivity:

Ability to engage and support a diverse workforce from different cultural and national backgrounds, promoting inclusivity and respect for international norms. Leadership & Mentorship: Experience coaching and advising senior shipboard leaders on HR-related matters and regulatory compliance specific to maritime operations.

Physical Demands: The physical demands described here are representative of those requirements employees must meet to perform the essential functions of this job with or without reasonable accommodations. While performing job functions the employee is regularly required to sit, stand, write, review and type reports, compile data, operate a pc, communicate, listen, and assess information.

The employee may move about the office complex, may travel to other office locations and may lift, push, pull or move up to 25 pounds. Visual requirements include distant, close and color vision, and ability to adjust focus; ability to travel, as well as to balance and walk far distances, and to climb stairs as necessary. Work Environment:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of the job. The environment includes work inside/outside the office and travel to warehouses and vessels; there will be loud noises, dust and dirt, and other natural factors affecting the environment outside the office. Travel up to 35%.