Purpose of the Job

Aramex is a global leader in logistics and freight, with operations in over 60 countries and millions of shipments annually. Within North America, particularly the US and Canada, we are focused on advancing from managing to actively building a strong, scalable presence. The Senior HR Business Partner will be instrumental in driving this growth from a people perspective, serving as the essential HR leader across the region.

This pivotal role requires a hands-on, impactful professional who will act as the primary HR partner to the Managing Director and leadership team, addressing workforce challenges and developing the human capital infrastructure needed to support our expanding operations. Ideal candidates thrive on close collaboration with business leaders and take ownership of people strategies that fuel sustainable growth.

Job Description

Leadership of the HR Team Across USA and Canada

• Oversee and mentor the HR team in multiple US locations with Houston as the central hub, ensuring consistent HR delivery and fostering a cohesive culture throughout all sites.
• Establish clear goals and standards, guiding the team from administrative tasks towards strategic business partnership, while continuously enhancing HR capabilities needed to support scaling operations.
• Contribute to ongoing evolution of HR structures and staffing to align with business growth trajectories.

Strategic Partnership with US & Canada Leadership

• Engage as a trusted peer alongside the Managing Director and senior leadership, participating actively in critical business decision-making processes.
• Lead workforce planning, organizational design, talent development, and culture initiatives which align with ambitious regional growth goals.
• Provide insightful HR data analysis related to headcount, turnover, and skills gaps to inform commercial strategies and workforce decisions.
• Serve as the primary advisor for all HR-related matters, translating strategic objectives into executable people plans.

Talent Acquisition and Development

• Develop proactive talent pipelines for essential roles spanning freight, commercial operations, Express services, and functional areas to ensure uninterrupted talent availability.
• Collaborate with global Talent Acquisition teams and hiring leaders to craft advanced recruitment strategies that preemptively address workforce needs and boost talent quality.
• Leverage diverse sourcing channels tailored to the logistics industry and local labor markets, including engagement with specialized professional communities such as oil and gas sectors in Houston.
• Champion a recruitment experience that attracts top talent by maintaining a competitive, candidate-centric approach.
• Monitor hiring metrics including time-to-fill and acceptance rates, utilizing data to continuously optimize recruitment effectiveness.

Comprehensive Employee Relations Management

• Oversee complex employee relations cases across US sites with a focus on fairness, compliance, and business integrity.
• Provide real-time guidance to managers handling performance issues, disciplinary actions, and grievances, ensuring sound decision-making aligned with legal requirements.
• Identify patterns in employee relations activity to recommend strategic interventions addressing root causes impacting workforce stability and engagement.
• Maintain meticulous documentation for all employee relations matters safeguarding both employee rights and company interests.

Performance Management and Talent Development

• Implement and embed a performance culture within North American operations that balances accountability with opportunities for employee growth and development.
• Spot and nurture high-potential employees mapping personalized career pathways within regional and global frameworks.
• Provide coaching for frontline managers to excel in leading teams in demanding, high-volume operational environments.

HR Operations and Regulatory Compliance

• Ensure compliance with all federal and state employment laws, with specialized knowledge applied to multi-state complexities including Texas-specific regulations.
• Collaborate effectively with payroll, legal, and finance departments to maintain operational excellence across the employee lifecycle.
• Contribute to enterprise-wide HR initiatives such as talent segmentation, leadership development, and workforce analytics to drive continuous organizational improvement.

Job Requirements - Experience and Education

Education Requirements

• A Bachelor's degree in Human Resources, Business Administration, or a closely related discipline is required.
• Advanced qualifications such as a Master’s degree or recognized professional certifications (e.g., SHRM-SCP, SPHR) are advantageous but not mandatory.

Experience Requirements

• Between 8 to 12 years of progressive HR experience encompassing senior HR business partner or HR generalist roles supporting operationally focused and commercial business units.
• Demonstrated success in leading or managing HR teams across multiple sites, with a strong ability to develop and empower HR professionals.
• Experience in logistics, freight, supply chain, oil and gas, or other similarly dynamic and operationally complex industries, with familiarity in Houston market talent pools preferred.
• A robust track record managing employee relations cases of varying complexity ensuring equitable resolutions while mitigating business risks.
• Proven capability in strategic talent pipeline development and recruitment partnerships that extend beyond transactional hiring.
• Direct experience working alongside Managing Directors or C-suite executives, offering strategic counsel to senior leaders on people matters.
• Exposure to multinational or global organizational environments, adept at navigating regional autonomy within global policies and practices.

Key Skills and Competencies

• Strong commercial acumen enabling connection of HR initiatives to broader financial and operational outcomes.
• In-depth understanding of US employment laws across federal and state levels, with particular strengths in Texas labor regulations.
• Exceptional communication skills with the ability to confidently engage and influence senior leaders and cross-functional stakeholders.
• Data-driven mindset skilled at leveraging workforce analytics to support business decisions rather than simply reporting metrics.
• Resilience and adaptability to thrive in a fast-paced, evolving growth environment typical of Aramex's North American operations.

Application Deadline: June 9th, 2026

Leadership Behaviors

Skills