Human Resources Business Partner (HRBP)

Position Summary

The Human Resources Business Partner (HRBP) serves as a strategic partner to business leaders across a multi-site manufacturing organization with a national footprint. This role supports the development and execution of people strategies that drive operational excellence, employee engagement, workforce planning, leadership development, and organizational effectiveness. The HRBP provides expert guidance on employee relations, talent management, performance management, compliance, and change management while partnering closely with operations leadership to support business objectives.

Key Responsibilities

Strategic Business Partnership

• Partner with operational and functional leaders to align HR initiatives with business goals and workforce needs.
• Provide guidance and recommendations on organizational design, workforce planning, succession planning, and talent development.
• Support business growth initiatives, restructuring efforts, and organizational change management.
• Analyze workforce trends, turnover metrics, and talent data to identify risks and opportunities.

Employee Relations

• Serve as the primary advisor on complex employee relations matters.
• Conduct thorough and objective investigations involving employee complaints, policy violations, workplace concerns, and corrective actions.
• Coach managers on performance management, conflict resolution, and employee engagement strategies.
• Ensure consistent application of company policies and employment practices across locations.
• Mitigate risk through proactive employee relations initiatives and effective problem resolution.

Talent Management & Leadership Support

• Partner with leaders to recruit, retain, and develop top talent.
• Facilitate talent reviews, succession planning, and leadership development initiatives.
• Support performance management processes, including goal setting, evaluations, and development planning.
• Coach managers and supervisors on effective leadership practices and employee development.

Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws and regulations.
• Maintain knowledge of current labor and employment legislation impacting manufacturing operations.
• Partner with legal counsel and internal stakeholders on employment-related matters as needed.
• Support audits, investigations, and compliance reporting requirements.

Employee Engagement & Culture

• Promote a positive, inclusive, and high-performance workplace culture.
• Lead employee engagement initiatives and action-planning efforts.
• Facilitate communication between leadership and employees to foster trust and alignment.
• Support programs that improve retention, morale, and workforce productivity.

HR Operations

• Collaborate with Talent Acquisition, Compensation, Benefits, and Learning & Development teams to support business objectives.
• Support workforce planning, annual HR processes, and talent initiatives.
• Monitor HR metrics and prepare reports for business leaders.
• Drive continuous improvement of HR processes and practices.

Qualifications

Required Education

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Industrial Relations, or a related field required.

Required Experience

• Minimum of 7 years of progressive Human Resources experience.
• Minimum of 3 years of people management experience with direct leadership responsibility.
• Strong employee relations background with demonstrated experience handling investigations, conflict resolution, corrective actions, and complex workplace issues.
• Experience supporting manufacturing, industrial, distribution, logistics, or other operational environments.
• Experience partnering with senior leaders and operational management teams.

Knowledge, Skills & Abilities

• Strong knowledge of employment law, HR best practices, and compliance requirements.
• Demonstrated expertise in employee relations, workplace investigations, conflict resolution, and performance management.
• Ability to influence and coach leaders at all levels of the organization.
• Strong business acumen and ability to align HR strategies with operational objectives.
• Excellent communication, presentation, coaching, and interpersonal skills.
• Proven analytical and problem-solving capabilities.
• Ability to manage multiple priorities in a fast-paced manufacturing environment.
• Proficiency with HRIS systems and Microsoft Office applications.

Preferred Qualifications

• Master's degree in Human Resources, Business Administration, or a related field.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience supporting geographically dispersed operations across multiple states.

Work Environment & Travel

• Ability to work in both office and manufacturing plant environments.
• Willingness to travel domestically to support multiple locations as needed (approximately 10-20% travel).