HR Business Partner

ABOUT THE ROLE

The HR Business Partner (HRBP) serves as a strategic partner to business unit leaders and a trusted advisor to employees. This role provides front-line HR leadership, aligning HR strategy with business goals and managing the entire employee lifecycle within assigned sites. The HRBP supports a culture of high engagement, continuous improvement, and empowered accountability. This is an on-site position that requires strong relationships with a variety of internal customers and may require support outside of normal business hours.

WHAT YOU'LL BE DOING

Strategic and Consultative Partnership

• Business Strategy Alignment
  • Act as a strategic advisor to business leaders, translating business needs into concrete HR actions and solutions related to talent management, change management, and workforce planning.
• Talent Management & Development:
  • Drive the performance review cycle and coach managers on goal setting, feedback, and managing low performers. Support the development of talent pipelines by creating individual development plans, rotational programs, and mentoring or coaching programs.
  • Facilitate the succession planning process and develop clear career paths to guide employee growth.
• Workforce Management:
  • Participate in human capital planning to ensure assigned locations have the right level of talent at the right time.
• Organizational Design & Effectiveness:
  • Lead change management initiatives, analyze employee engagement survey results, and provide insights to drive improvements.
  • Work with business leaders to improve team effectiveness through team-building and conflict resolution.
  • Develop and maintain competency models and conduct job analysis to ensure roles are accurately defined and appropriately categorized according to FLSA (Fair Labor Standards Act) guidelines.

Employee Relations & Compliance

• Employee Relations & Conflict Resolution:
  • Serve as the primary point of contact for employee relations issues, providing coaching and counseling to support a high-performance culture.
• Investigations:
  • Conduct thorough, confidential investigations into allegations of misconduct, harassment, discrimination, or other policy violations.
• Legal & Policy Compliance:
  • Ensure that business unit practices comply with all federal, state, and local labor laws. 
  • Serve as a subject matter expert on HR policies, programs, and initiatives, and provide guidance to managers to mitigate legal risk.
• Employee Lifecycle Management:
  • Administer and process all employee movements, including hiring, promotions, demotions, transfers, and terminations.
  • Own the onboarding process to ensure new hires are effectively integrated, and conduct exit interviews to gather feedback.

Culture & Employee Advocacy

• Culture & Engagement:
  • Partner with business units to develop and implement employee engagement initiatives.
  • Act as a voice for employees, bringing their feedback and concerns to leadership.
  • Lead employee conversations, coordinate "Snacks and Chats" and lead the Employee Council.
• Diversity, Equity, and Inclusion (DEI):
  • Support the implementation of DEI initiatives, help managers address unconscious bias, and promote an inclusive work environment.

WHAT WE ARE LOOKING FOR

• BS degree required.
• 5+ years of direct Human Resources experience.
• Experience in a manufacturing environment is a plus.
• Knowledge of federal, state, and local employment laws.
• PHR, SPHR, or equivalent certification is a plus.
• Proficiency with Google Suite and SAP HR is preferred.
• Up to 30% travel may be required.

WHAT WE OFFER

• Medical, dental, and vision insurance 
• Flexible Spending and Health Savings Accounts 
• Prescription drug & well-being programs
• Life and AD&D insurance 
• Short- and long-term disability 
• 401(k) retirement plan with company contribution 
• Paid time off
• 12 paid holidays 
• Tuition Reimbursement