9 days old

Regional HR Business Partner

Martin Brower
Rosemont, Illinois 60018
  • Job Type
  • Job Status
    Full Time

About Martin Brower

Martin Brower is dedicated to being the leading Supply Chain Solutions provider for restaurant chains around the world, creating an outstanding work environment for our employees and delivering unmatched value for our customers while protecting their brands. Martin Brower is part of the Reyes Holdings family of businesses which is one of the largest privately held companies in the U.S.

Martin Brower has been in business for over 60 years and has grown to a multi-billion dollar company. We are a world class team of 9,000 employees located in 19 countries.

Our values drive our culture of People First, which is focused on the safety and wellness of our people and we work diligently every day to support this core value.

We set the highest standards of honesty and integrity and pride ourselves in being a true partner with our customers, suppliers and our communities protecting their brands every step of the way.

Our company could not exist without strong communities. We do our part in making them stronger and believe it is important to provide opportunities for those looking to challenge themselves and serve as ambassadors in their communities.

Imagine a workplace where strong leaders empower a culture where employees strive to deliver unmatched performance, innovation, and engagement.

Position Summary:

Under minimal supervision, responsible for planning and implementing key strategic Human Resource products and services for the US Operations organization.  Acts as a business partner and is accountable for delivering key business results on an annual basis.

Position Responsibilities may include, but not limited to:

Primary interface for development and implementation of HR services for the Martin-Brower US Operations - Senior Leadership team.

  • Accountable for all Human Resources activities in region through regional HR teams.
  • Assist with the design, development and administration of HR programs and policies, in conjunction with parent holding company (Reyes Holdings).
  • Responsible for creating the people strategy for the region, aligned with the NA people strategy.
  • Develop talent management strategy for the region (talent pipelines, development plans, succession plans, etc.).
  • Provide project management for strategic initiatives and work collaboratively with senior management to develop strategies for the organization. 
  • Work with regional managers and other key managers to determine facility-specific needs.   Important to consider the company’s role as a supply chain organization while adhering to Corporate HR standards and policies.
  • Provide leadership and direction in supplying “World Class” HR services and outstanding work environments within Martin-Brower US.
  • Interface with various corporate departments (e.g. Labor Relations, Ethics and Compliance, HRIT, HRSC, Compensation, Staffing,..).
  • Seek to continuously enhance and promote an overall positive employee relations plan for field operations and communicate plan effectively throughout the organization.
  • Continue to develop employee engagement and feedback programs while engaging HR leadership in the process.
  • Elevate and support efficiency and workforce planning initiatives.
  • Support compliance with applicable labor laws and make appropriate policy and procedural recommendations.
  • Bring best practices and knowledge of other industries to improve company’s human capital. Integrate well with existing processes while keeping a fresh and creative perspective on Human Resource strategies and initiatives.
  • Develop human resources planning process and direct implementation with a focus on Talent Management (People Acquisition, People Development, Leadership Development and Succession Planning).



Required Skills and Experience:

  • Minimum of 8 - 10 years overall human resources generalist experience, with significant experience leading a large, diverse team in multiple geographies. This must include roles that have progressively taken on additional responsibilities for larger HR teams and exposure to senior management. 
  • Outstanding interpersonal skills and ability to adapt to different personality types; willing and able to stand up for ideas when appropriate.
  • Demonstrated experience in implementing corporate or division-wide employee relations programs and initiatives, including organization design, culture change, management development, positive employee relations, and incentive systems.
  • Experience developing a strategic goal and seeing it through to implementation.
  • Must possess strategically focused leadership skills to include competencies such as: strong team and individual facilitation skills, business/results orientation, experience as a change agent, demonstrated strong written and verbal communication skills.
  • Knowledge of core business and strong analytical skills.
  • Bachelors degree in business is required, MBA or Master’s Degree in Labor Relations, Human Resources or related field is preferred.
  • Able to travel up to 50%.

 Behavioral Competencies: (Leadership – Directors)

 Core Competencies

  • Strategic Thinking

    • Aligns people, processes, technology and capital to the strategic priorities

    • Creates and executes on plans to drive business outcomes

    • Understands and responds to industry trends

    • Uses financial information to make decisions

  • Developing Self & Others

    • Maintains an organization that identifies, attracts, develops, and retains talent

    • Delegates authority to the appropriate level

    • Role models performance management and continuous feedback, both positive and constructive

    • Ensures a culture of inclusion so everyone can succeed

    • Role models ongoing employee coaching and development

    • Makes it a priority to prepare future leaders for success through development

  • Leading Change

    • Sponsors initiatives that drive continuous improvement

    • Maintains an environment where safety and employee total wellbeing are a top priority

    • Leads change locally by planning for change and ensuring buy-in to the change

    • Ensures people understand the reasons for change and the process so they can actively support it

    • Plans changes for optimal execution

  • Communicating Effectively

    • Uses communication to align the team to the organization’s vision

    • Drives a culture of clear, consistent, timely, respectful communications

    • Remains approachable and visible

    • Roles models organization’s values and an environment of openness and inclusion

    • Fosters trust and transparent communication

    • Facilitates an open exchange of ideas and opinions

  • Driving Results

    • Leads a culture aligned to the organization’s mission, vision, and values

    • Contributes to a culture of accountability and excellence

    • Eliminates barriers to success

    • Sets challenging goals for self and others to continuously elevate performance

    • Achieves results while maintaining ethics, integrity, compliance and company values

    • Focuses the team on the critical priorities including safety and employee wellbeing


Martin-Brower knows our employees work hard, so we offer competitive wages and a generous benefits package that contributes a significant amount to your total compensation and your personal well-being.

Additionally, there are many opportunities for you to distinguish yourself and move up in our stable company through excellent work performance.

Benefits include:

  • Medical

  • Dental

  • Vision

  • Legal services

  • Flexible spending accounts

  • Met Law Legal Services

  • Consumer Medical

  • Paid Time Off

  • Other Supplemental Benefits

Physical Demands and Work Environment:

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.  Due to the nature of our business in regard to such things as delivery schedules, order inputs, selection, and Department of Transportation Hours of Service, overtime, attendance and punctuality are essential job functions.  Should an individual in this classification not be able to adhere to this requirement due to a disability, they should contact their Human Resources department to see what, if any, reasonable accommodation may be made.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation and gender identity, national origin, disability, or protected veteran status.  Drug Free Workplace. 



As an Equal Opportunity Employer, Reyes Holdings companies will recruit and select applicants for employment solely on the basis of their qualifications. Our Practices and Procedures, including those relating to wages, benefits, transfers, promotions, terminations and self-development opportunities, will be administered without regard to race, color, religion, sex, sexual orientation and gender identity, age, national origin, disability, or protected veteran status and all other classes protected by the Federal and State Government. Drug Free Employer.


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Regional HR Business Partner

Martin Brower
Rosemont, Illinois 60018

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Martin Brower
Rosemont, Illinois

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