HR Business Partner

Job Purpose

The HR Business Partner serves as the primary Human Resources Business Partner for operations across the United States, Canada, and Latin America, providing strategic and operational HR support to business leaders.

Key Responsibilities

• Serve as the primary Human Resources Business Partner for operations across the United States, Canada, and Latin America, providing strategic and operational HR support to business leaders.
• Partner with leaders to drive organizational effectiveness by addressing employee and labor relations, performance management, talent development, succession planning, workforce planning, employee engagement, and change management.
• Ensure compliance with federal, state, provincial, and country-specific employment laws and company policies by conducting investigations, resolving employee relations matters, managing disciplinary actions, coordinating HR audits, and partnering with internal and external legal counsel as needed.
• Lead recruitment and onboarding activities for assigned locations, partnering with Talent Acquisition to support workforce planning, requisitions, interviewing, hiring, relocation, immigration, and successful employee integration.
• Assess organizational capabilities and implement initiatives that strengthen talent through coaching, leadership development, cross-training, reskilling, and employee engagement programs.
• Administer compensation and rewards programs by conducting market and internal equity analyses, supporting hiring, promotions, reorganizations, merit planning, and incentive programs in partnership with the Compensation Center of Excellence.
• Partner with Corporate Centers of Excellence—including Talent Acquisition, Compensation, Learning & Development, Benefits, HRIS, Payroll, and Legal—to ensure consistent execution of enterprise HR programs while meeting regional business needs.
• Oversee HR operations by managing HRIS and payroll transactions, supporting employee benefits administration, maintaining data integrity, coordinating HR communications, and ensuring timely and accurate processing of HR activities.
• Develop and analyze workforce metrics and dashboards, using HR analytics (e.g., turnover, absenteeism, time-to-fill, engagement) to provide insights and support data-driven business decisions.

Specialized/Technical Knowledge Or Required Skills

• Bachelor's degree in Human Resources, Business Administration, or related field.
• Fluency in English and Spanish.
• 5-7 years of progressive Human Resources experience; experience supporting multiple countries preferred.
• Demonstrated experience supporting geographically dispersed workforces across North America and Latin America.
• Experience supporting contractor populations and third-party employment arrangements.
• Strong business partnership, coaching, and influencing skills with leaders at all organizational levels.
• Experience leading organizational change, talent management, succession planning, and employee engagement initiatives.
• Strong knowledge of compensation, benefits, leave management, employee relations, and performance management.
• Experience working in a multi-site, multi-country, or global organization.
• Proficiency with HRIS platforms (SuccessFactors and UKG/UltiPro preferred) and Microsoft Office.
• Excellent analytical, organizational, communication, and problem-solving skills.
• Ability to exercise sound judgment, maintain confidentiality, and make independent decisions.
• Ability to travel domestically and internationally, including periodic travel to Canada and Latin America.

Travel & Work Conditions

• International/Domestic travel to supported sites as needed.

Core Competencies & Behaviors

• Decision Quality: makes sound decisions using data, experience, and judgment; avoids analysis paralysis.
• Influencing: communicates with kind candor; negotiates win–win solutions; builds trust with strong personalities.
• Managerial Courage: addresses difficult issues proactively; upholds safety, ethics, and compliance.
• Systems Thinking & Risk Management: understands interdependencies; identifies and mitigates risks.
• Conflict Management: listens actively; resolves disputes equitably; finds common ground.

Our Principles

Our employees are our strongest asset, and their safety, health, and well-being is our highest priority. We respect the individual by providing opportunities for professional and personal development. Our Principles drive us to create an inclusive workplace where employees share core values, show dignity and respect toward others, and work hard to achieve their best performance.

EEO Employer

J.M. Huber Corporation is an EEO employer.

Pre-employment Drug Screening

Pre-employment drug screening is required.