HR Business Partner

Description

The Human Resources Business Partner (HRBP) serves as a trusted advisor to business leaders, providing strategic and operational HR support that drives organizational performance, employee engagement, and business results. This role partners closely with leaders across manufacturing, supply chain, sales, operations, and corporate functions to align people strategies with company objectives.

The HRBP is responsible for talent acquisition, employee relations, performance management, compliance, employee engagement, workforce planning, benefits administration, and leadership coaching. The ideal candidate thrives in a fast-paced manufacturing environment and possesses the ability to balance strategic thinking with hands-on execution.

THIS IS A HYBRID ROLE. REMOTE ON MONDAYS IN OFFICE TUESDAY-FRIDAY.

PRIMARY RESPONSIBILITIES

Strategic Business Partnership

• •Build strong partnerships with department leaders to understand business objectives and workforce needs.
• •Provide coaching and guidance on organizational effectiveness, employee performance, leadership development, and workforce planning.
• •Partner with managers to improve employee engagement, retention, and overall organizational effectiveness.
• •Analyze workforce metrics and recommend solutions that improve business performance.

Talent Acquisition & Workforce Planning

• •Lead full-cycle recruiting for exempt and non-exempt positions.
• •Partner with hiring managers to develop recruitment strategies that attract high-quality talent.
• •Manage relationships with staffing agencies and contract labor providers.
• •Improve recruiting processes, candidate experience, and time-to-fill metrics.
• •Support succession planning and internal talent development initiatives.

Employee Relations

• •Serve as the primary resource for employee relations matters.
• •Conduct workplace investigations while maintaining confidentiality and objectivity.
• •Coach managers through employee performance, disciplinary actions, conflict resolution, and terminations.
• •Promote a positive, inclusive, and respectful workplace culture.
• •Maintain accurate documentation for employee relations matters.

Performance Management & Talent Development

• •Partner with leaders to execute the annual performance review process.
• •Coach managers on performance conversations and employee development planning.
• •Support leadership development programs and succession planning efforts.
• •Identify organizational training needs and coordinate learning opportunities.

Compensation & Benefits

• •Assist with compensation planning, salary recommendations, promotions, and market analysis.
• •Support annual merit planning and salary administration.
• •Administer employee benefits programs and educate employees on available benefits.
• •Assist with annual Open Enrollment and vendor management.

HR Compliance & Policy Administration

• •Ensure compliance with federal, state, and local employment laws.
• •Maintain and update HR policies, procedures, and employee handbook.
• •Support compliance initiatives including FMLA, ADA, Workers' Compensation, OSHA, and EEO requirements.
• •Ensure personnel files and HR documentation remain compliant.

Payroll Support

• •Partner with Payroll to ensure accurate and timely payroll processing.
• •Audit payroll changes related to new hires, promotions, transfers, and terminations.

Employee Engagement & Culture

• •Support employee recognition and engagement initiatives.
• •Assist in administering employee surveys and action planning.
• •Partner with leadership to improve employee experience and retention.
• •Participate in company events, recognition programs, and culture-building initiatives.

HR Analytics & Reporting

• •Monitor and analyze HR metrics including:
• •Turnover
• •Retention
• •Headcount
• •Time-to-fill
• •Absenteeism
• •Employee engagement
• •Recruiting effectiveness
• •Provide recommendations based on data trends to improve business outcomes.

Requirements

Education

Bachelor's degree in Human Resources, Business Administration, or related field required.

PHR, SPHR, SHRM-CP or SHRM-SCP certification preferred.

Experience

4+ years of progressive Human Resources experience.

Minimum of 3 years supporting leaders as an HR Business Partner.

Manufacturing, distribution, or industrial environment strongly preferred.

Experience supporting both hourly and salaried employees.

Experience conducting employee investigations and coaching leaders.

PHYSICAL REQUIREMENTS

Ability to walk throughout manufacturing and warehouse facilities daily.

Ability to occasionally lift up to 20 pounds.

Ability to sit, stand, and use a computer for extended periods.

Ability to respond to employee issues across multiple departments and shifts.