Human Resources Business Partner - Texas, New Mexico and West regions

We need to output HTML fragment with headings

for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. Must not repeat job title as heading. Must not include Job ID etc. Must preserve all substantive info, remove boilerplate (cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions). Must not create sections with filler like "commensurate with experience". Must not create Pay/Schedule/Benefits unless posting actually states them. We need to parse the posting. Content: - About TireHub: description of company, mission, Hubbers, etc. This could be "About the role"? Actually "About TireHub" is company overview. Could be placed under "About the role"? The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have "About the role" heading and include description of role? But we have "Position Summary". That is about the role. So we can put that under "About the role". Also we have "About TireHub" description; maybe we can include that as part of About the role or maybe separate? The instruction only lists those headings; we can add others? It says use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It implies those are examples; we could also have other headings if needed? But likely we should stick to those. However we need to preserve all substantive info. We can include company description under About the role or maybe under a separate heading like "About TireHub". But not in list; but we could still use

for that if we want. The instruction: "use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It doesn't forbid other headings, but suggests those are typical. Safer to stick to those headings and fit content accordingly. Thus sections: - About the role: include Position Summary and maybe company overview? Could combine. - Responsibilities: list of duties from Role Specifics. - Requirements: maybe Experience and Education? Could be under Requirements. - Qualifications: maybe Knowledge, Skills, and Abilities? Or Competencies? The posting has "Competencies" and "Knowledge, Skills, and Abilities". Could treat Competencies as Skills? Or Qualifications? We need to map. - Skills: maybe the competencies list. - Benefits: there is a benefits list: "Choose your day one benefits which include a no cost health insurance option TireHub funded Health Savings Account Additional benefit options including TireHub paid short/long term disability and life insurance benefits Paid vacation and holidays Parental leave programs Build your financial future with 401k including TireHub match Access to tire discounts, perks, and so much more! Enjoy access to the TireHub headquarters location in Ravinia Plaza including free parking, free gym, convenient restaurants, outdoor spaces, special events and more." Thus Benefits section exists. - Pay: not mentioned explicitly. No salary info. So we should NOT create Pay section. - Schedule: mentions travel up to 50%, flexible hours, home-based, etc. That could be considered Schedule? It includes travel requirement, flexible hours. Could be considered Schedule or Work Environment. The instruction says include Schedule section only if posting actually states them. It does mention travel up to 50% of the time, must be able to work flexible hours during routinely critical times. That's schedule-related. So we can include Schedule section. - Work Environment: not in list but we could incorporate into Schedule or maybe under Responsibilities? But we have to preserve all substantive info. Could add a section "Work Environment" but not in the list; but we could still use

for it? The instruction says use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but to be safe we could incorporate work environment details into Schedule or maybe under Responsibilities? However schedule is about time/travel; work environment is about physical setting. Might be better to create a "Work Environment" heading, but not in the examples. The instruction: "use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It seems they expect those headings; but they didn't say you cannot use others. However they said "IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text". So we can add a Work Environment heading if there is real content. The examples are just examples. So we can add Work Environment. But we need to decide: The instruction says "use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It might be interpreted that we should use those headings for those categories, but we can also add others if needed. However to be safe, we could map work environment content into Schedule (since schedule includes travel and flexible hours) and maybe also mention "Most of the time is spent sitting, constantly viewing monitors..." That's work environment. Could be placed under Schedule or maybe under Responsibilities? Not ideal. Better to add a Work Environment heading. Thus sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Schedule, Work Environment. But we need to avoid duplication. Let's extract content. About TireHub: At TireHub we move more than tires – we move businesses forward, support communities, and help keep America rolling. And behind it all? Our people. We call them Hubbers – because they’re at the center of everything we do. From behind the wheel to the warehouse floor, from customer calls to corporate strategy, every Hubber plays a role in something bigger than themselves. And we show up every day ready to say yes – to challenges, to each other, and to getting it done right. Position Summary: The Human Resource Business Partner (HRBP) supports the execution of TireHub’s HR strategy within an assigned region by serving as a trusted advisor to leaders and employees. As an HR generalist, the HRBP partners with the Hub Human Resource team to provide guidance across a broad range of HR functions, including employee relations, recruiting, training, onboarding and offboarding, and data management. This role leads regional HR change management initiatives, manages related communications, and drives positive improvements in people management and organizational effectiveness. The HRBP also partners with regional leadership to identify, develop, and prepare high-potential employees for promotion and career advancement across functions. In addition, the HRBP promotes collaboration and the sharing of best practices across the HR organization to support consistent and effective people strategies. Thus About the role could combine Position Summary and maybe company overview. Responsibilities (Role Specifics): - Acts as the regional HR presence, reporting directly to the Director of Talent and Employee Relations - Partners with recruiting, operations, and learning & talent development teams to support business objectives - Serves as a trusted advisor to leaders and employees on employee relations matters, including sensitive Hubber and legal issues - Conducts proactive outreach and engagement with remote employees across the region - Facilitates manager coaching, employee engagement, and Hubber relations initiatives - Supports onboarding and orientation processes for new hires and leadership transitions - Assists with offboarding activities and conducts exit interviews to identify trends and opportunities - Provides compensation review and analysis support, including market and internal equity evaluations (non-approval authority) - Reviews job changes, promotions, and workforce analysis to ensure alignment with organizational structure and talent strategy (non-approval authority) - Manages compliance-related activities, including OSHA requirements, driver record maintenance, DOT certifications, and drug testing programs - Supports leaders in navigating workplace complaints, performance concerns, and other challenging employee situations - Collaborates with hiring managers to support recruiting efforts through workforce insights, team dynamics understanding, and culture alignment - Maintains strong working relationships with regional leaders to drive HR initiatives and operational effectiveness - Travels throughout the assigned region a minimum of 50% of the time - Performs additional HR and operational responsibilities as assigned Competencies: - Exceptional People Management & Problem-Solving – Effectively leads, supports, and develops individuals and teams while addressing challenges with strategic and practical solutions. - Ethical Practice – Demonstrates integrity, professionalism, and sound judgment by maintaining confidentiality and adhering to organizational and ethical standards. - Business Acumen – Understands organizational operations and strategic objectives to support informed decision-making and business success. - Relationship Management – Builds and maintains positive, collaborative relationships with employees, leadership, and external partners to foster trust and engagement. - Communication – Communicates clearly and professionally through verbal, written, and interpersonal interactions, ensuring effective information sharing and collaboration. Experience: - Bachelor's degree in Human Resources, Business, or a related field. - Minimum of 6 years of experience as an HR Business Partner, including 3 to 5 years in specialized HR areas such as talent acquisition, benefits administration, employee and labor relations, talent development, and HR operations. - Experience with HR metrics, predictive analytics, and familiarity with HRIS. - Experience with sensitive employee relations matters and labor legislation. Knowledge, Skills, and Abilities: - A complete understanding and wide application of HR principles, theories, and concepts. - Working under only general direction, provides solutions to a wide range of difficult problems and independently determines and develops approach to solutions. - High capacity for autonomous work and the ability to successfully balance competing priorities simultaneously. - High attention to detail and data accuracy. Work Environment: - This is a fast-paced and dynamic operating environment. - Most of the time is spent sitting, constantly viewing monitors in a comfortable position with frequent opportunity to move around. - There may be occasions to move or lift light articles. - Must be able to work flexible hours during routinely critical times to support the department. - Must be able to travel up to 50%. - This role supports TireHub’s Texas, New Mexico and West regions. - The position is home-based within TireHub’s Texas/New Mexico and West regions, and candidates must live in one of the following metro areas: Dallas TX, and Houston, TX Benefits: - Choose your day one benefits which include a no cost health insurance option - TireHub funded Health Savings Account - Additional benefit options including TireHub paid short/long term disability and life insurance benefits - Paid vacation and holidays - Parental leave programs - Build your financial future with 401k including TireHub match - Access to tire discounts, perks, and so much more! - Enjoy access to the TireHub headquarters location in Ravinia Plaza including free parking, free gym, convenient restaurants, outdoor spaces, special events and more. Also note: "TireHub will consider the employment of all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws." That's EEO/boilerplate; we should remove. "TireHub maintains a drug-free workplace in accordance with state and federal law." Also boilerplate; remove. Now we need to output HTML fragment with

headings and

• for lists,

  for prose. We must not repeat job title as heading. The job title is "HR Business Partner". Not used. We must not put Job ID/requisition numbers as headings; none present. We must preserve all substantive information; we have included everything except boilerplate. We must not create sections with filler like "commensurate with experience". Not present. We must not create Pay/Schedule/Benefits unless posting actually states them. Benefits present, Schedule present (travel up to 50%, flexible hours). Pay not present, so omit. Now decide which sections to include: - About the role: include company overview and