HR Business Partner Manager
for each section heading. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to preserve all substantive information, remove boilerplate (cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions). Also remove "All job offers at Smardt are conditional..." maybe that's legal boilerplate? It's about offers conditional to background checks; could be considered legal but maybe keep? It's not EEO but it's a condition; might be considered boilerplate but it's substantive? Probably keep? The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The line about conditional offers is legal; might be considered legal boilerplate. Safer to remove it. Also remove "Please note that Smardt does not accept unsolicited resumes..." that's application instruction; remove. Remove EEO section. Remove "#wehire" maybe.
We need to include sections only when posting has real specific content. So we need to decide which sections to include.
We have content for:
- About the role: Could be "What We're Looking For" plus maybe "About SMARDT"? The instruction: Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should have an "About the role" section summarizing the role description. We can put the "What We're Looking For" paragraph(s) there.
- Responsibilities: from "What You'll Do" (including Year 1 tasks, Operational Excellence Support, etc.) plus maybe "Team management" and "Year 2 and beyond". We'll list as bullet points.
- Requirements: maybe from "Education And Experience" (education, experience). Also "What You'll Bring" maybe qualifies as Requirements or Qualifications. We need to separate Requirements vs Qualifications vs Skills. The instruction list includes Requirements, Qualifications, Skills as possible headings. We need to decide which content goes where. Typically Requirements = education/experience; Qualifications = maybe certifications; Skills = competencies. We have "Education And Experience" (requirements). We have "What You'll Bring" (leadership, problem-solving, etc.) could be Qualifications. We have "Skills And Competencies" (list of skills). So we can map:
- Requirements: Education And Experience (bullet list maybe).
- Qualifications: What You'll Bring (leadership, problem-solving, etc.) maybe as bullet list.
- Skills: Skills And Competencies (bullet list).
- Benefits: from "What We Offer" (list of benefits). Also maybe "Compensation And Benefits Operational Excellence" includes compensation details (pay). So we need Pay section if compensation details present. The posting includes "Competitive salary + annual performance bonus" under What We Offer, and also "Compensation And Benefits Operational Excellence" includes payroll accuracy etc. So we have compensation info: competitive salary + annual performance bonus. Also maybe mention retirement savings plan with employer contributions up to 6%. That's benefits. Pay section: we could include salary info. The instruction: include Pay section only if posting actually states them. It does state competitive salary + annual performance bonus. So we can include Pay section with that.
- Benefits section: list of benefits: 100% employer-paid medical and dental benefits as of day 1, Tele-Health service paid by employer, Retirement savings plan with employer contributions up to 6%, Dynamic team within a high-growth company, Company events and team-building activities, Ongoing training and professional development opportunities.
- Schedule: Not mentioned explicitly. There's mention of shift management, 24/7 operations, shift differentials, complex scheduling requirements under Skills. But no explicit schedule for the role (maybe on-site). The posting says "This role is an on-site position." That's location, not schedule. No schedule details like full-time, hours. So we should not create Schedule section.
We must not create sections with filler like "commensurate with experience". We have actual content.
Now we need to output HTML fragment only, no /, no markdown fences.
We'll produce something like:
About the role
... (the "What We're Looking For" paragraph(s) maybe combined with some of the "About SMARDT"? Actually About the role should focus on role, not company. But we could include company description as part of About the role? The instruction says About the role heading for section headings (e.g. About the role, Responsibilities...). It didn't forbid including company description there, but better to keep role description. We'll put the "What We're Looking For" paragraphs.
We need to preserve all substantive information; we should not lose any. So we need to include the company description somewhere. Where? Could be in a preceding paragraph before About the role? But we cannot add extra headings not listed. We could include it in About the role as a preamble. That's okay.
Thus About the role will contain both the company overview and the role description.
Let's extract the relevant paragraphs:
About SMARDT: "As a global pioneer in oil-free centrifugal chiller technology with an expanding portfolio of thermal management solutions, Smardt is dedicated to delivering high-efficiency and energy-saving systems for industries, real estate developments, health care and educational centers worldwide. We operate manufacturing facilities in the US, Canada, Germany, China, and Australia, with a team of over 900 employees. With a focus on reliability, performance, and environmental stewardship, Smardt continues to redefine industry standards through advanced engineering and a commitment to a more sustainable future."
What We're Looking For: "The HR Business Partner for Manufacturing will serve as a strategic consultant and trusted advisor to manufacturing leadership teams, driving people strategies that enhance operational excellence, safety performance, and workforce productivity, aligning HR practices and priorities with overall business strategy. This role requires a deep understanding of manufacturing environments, labor relations, and the unique challenges of production-based operations. The successful candidate will partner closely with plant managers, production supervisors, and broader HR Business Partners and CoE experts to develop a high-performing, engaged workforce while ensuring compliance with all manufacturing-specific regulations. The role is an on-site position. This position will build the fundamentals, aligning with the overarching global HR priorities, Corporate practices and integrating the new facility and team into the larger SMARDT operating structure, while taking local laws and regulatory/compliance into consideration."
We'll combine.
Now Responsibilities: from "What You'll Do" (including bullet-like sentences). Also "Team management" and "Year 2 and beyond". We'll extract each responsibility as bullet.
Let's list responsibilities:
Year 1: Build and set foundations that integrate into the overarching global HR function, including:
- Local policies and practices
- Onboarding
- Partner with HR LT and COE functions to deploy
- Cross-cultural organizational integration / knowledge-transfer support, including coordinating TICA SMEs or assignees visiting Phoenix if that's anticipated.
Strategic HR Partnership & Business Alignment
Operational Excellence Support: Partner with manufacturing managers and functional leadership to align HR strategies with production goals, quality metrics, and safety objectives.
Data-Driven Decision Making: Leverage people analytics to predict turnover, identify production bottlenecks related to workforce issues, and optimize staffing models for maximum efficiency and engagement.
Workforce Planning: Develop comprehensive staffing strategies that account for seasonal demands, production schedules, and skills requirements across multiple shifts.
Culture Development: Drive initiatives to sustain and evolve a high-performing, safety-focused, and inclusive manufacturing culture that supports higher productivity outcomes.
Labor Relations & Employment Law
Market Practices: Depth of understanding the nuances of local manufacturing market practices, Arizona state health and safety compliance
Conflict Resolution: Serve as primary mediator for employee disputes, disciplinary actions, and performance issues while ensuring compliance with employment laws.
Communication Bridge: Facilitate effective communication between management and workforce, including conducting town halls, shift meetings, and effective feedback sessions.
Compliance Expertise: Ensure adherence to all relevant local, state, and federal employment laws, regulations, and industry-specific safety standards across multiple manufacturing locations.
Full-Cycle Recruitment Excellence
Strategic Sourcing: Execute end-to-end recruitment process with focus on reducing time-to-hire in competitive manufacturing labor market.
Candidate Experience: Prioritize candidate interview experience and engagement metrics to attract top talent in the manufacturing sector.
Rapid Backfill Capabilities: Execute complete recruitment cycles for critical production roles, ensuring minimal disruption to manufacturing operations and shift coverage.
High-Volume Recruitment Management: Simultaneously manage open positions across multiple departments, shifts, and skill levels while maintaining quality standards and candidate engagement.
Temporary Workforce Coordination: Partner with staffing agencies and temporary worker providers to rapidly scale workforce during peak production periods, seasonal demands, or unexpected absences.
Expedited Screening & Selection: Conduct streamlined and thorough candidate assessments with focus on improving time-to-fill and candidate experience for all positions in manufacturing.
Compensation And Benefits Operational Excellence
Ensure payroll accuracy and timely processing in collaboration with Finance.
Monitor compliance with legal, tax, and regulatory requirements related to compensation and benefits.
Partner with total Rewards CoE to implement corporate programs and policies locally.
Support salary planning, merit increases, and bonus processes with fairness and accuracy.
Provide guidance to managers on compensation structures, salary ranges, and internal equity.
Address employee questions and concerns regarding payroll, compensation, or benefits in a timely manner.
Team management
As a leader, the HRBP is responsible for guiding the HR team to deliver operational excellence while ensuring a positive employee experience. Key responsibilities include:
- Foster a culture of employee listening and create a positive employee experience.
- Ensure strict confidentiality of all employee information.
- Maintain compliance with legal, regulatory, and corporate requirements.
- Safeguard accuracy and efficiency in HR systems and processes.
- Demonstrate strong attention to detail in all HR activities.
- Promote continuous improvement and innovation within the HR function.
- Build trust and credibility with employees and business leaders.
- Develop and grow the team’s capabilities to meet evolving needs.
Year 2 and beyond: Maintain and Mature: Best practices and HR program deployment, including:
- Employee engagement and enhancement
- Culture and recognition
- Upskilling, career pathing, learning and development
We'll turn each of these into bullet points under Responsibilities.
Now Requirements: Education And Experience:
"Bachelor's degree in Human Resources, Business Administration, Industrial Relations, or related field
Master's degree is an asset, especially in HR, Organizational Development, or Business Administration
7-10 years of hands-on building and progressive HR experience with significant exposure to manufacturing, production, or industrial environments. HVAC experience is an asset.
5+ years in HR Business Partner or senior HR Manager role with full accountability for employee relations.
Labor Relations Expertise: Advanced knowledge of labor law."
We'll bullet.
Qualifications: What You'll Bring:
"Demonstrate leadership and problem-solving abilities with HR opportunities.
Excellent organizational and communications skills.
Ability to multitask, prioritize and maintain confidentiality
Manufacturing Industry Knowledge: Direct experience in HVAC or heavy manufacturing settings.
Lean Manufacturing: Understanding of Lean, Six Sigma, or other continuous improvement methodologies."
We'll bullet.
Skills: Skills And Competencies:
"Hands-On, Deliver Fast – this will be a brand new plant so the ideal candidate must be agile and able to identify roadblocks, collaborate and communicate with stakeholders in both HR as well as the
for prose. We need to preserve all substantive information, remove boilerplate (cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions). Also remove "All job offers at Smardt are conditional..." maybe that's legal boilerplate? It's about offers conditional to background checks; could be considered legal but maybe keep? It's not EEO but it's a condition; might be considered boilerplate but it's substantive? Probably keep? The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The line about conditional offers is legal; might be considered legal boilerplate. Safer to remove it. Also remove "Please note that Smardt does not accept unsolicited resumes..." that's application instruction; remove. Remove EEO section. Remove "#wehire" maybe. We need to include sections only when posting has real specific content. So we need to decide which sections to include. We have content for: - About the role: Could be "What We're Looking For" plus maybe "About SMARDT"? The instruction: Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should have an "About the role" section summarizing the role description. We can put the "What We're Looking For" paragraph(s) there.
- Responsibilities: from "What You'll Do" (including Year 1 tasks, Operational Excellence Support, etc.) plus maybe "Team management" and "Year 2 and beyond". We'll list as bullet points.
- Requirements: maybe from "Education And Experience" (education, experience). Also "What You'll Bring" maybe qualifies as Requirements or Qualifications. We need to separate Requirements vs Qualifications vs Skills. The instruction list includes Requirements, Qualifications, Skills as possible headings. We need to decide which content goes where. Typically Requirements = education/experience; Qualifications = maybe certifications; Skills = competencies. We have "Education And Experience" (requirements). We have "What You'll Bring" (leadership, problem-solving, etc.) could be Qualifications. We have "Skills And Competencies" (list of skills). So we can map:
- Requirements: Education And Experience (bullet list maybe).
- Qualifications: What You'll Bring (leadership, problem-solving, etc.) maybe as bullet list.
- Skills: Skills And Competencies (bullet list).
- Benefits: from "What We Offer" (list of benefits). Also maybe "Compensation And Benefits Operational Excellence" includes compensation details (pay). So we need Pay section if compensation details present. The posting includes "Competitive salary + annual performance bonus" under What We Offer, and also "Compensation And Benefits Operational Excellence" includes payroll accuracy etc. So we have compensation info: competitive salary + annual performance bonus. Also maybe mention retirement savings plan with employer contributions up to 6%. That's benefits. Pay section: we could include salary info. The instruction: include Pay section only if posting actually states them. It does state competitive salary + annual performance bonus. So we can include Pay section with that.
- Benefits section: list of benefits: 100% employer-paid medical and dental benefits as of day 1, Tele-Health service paid by employer, Retirement savings plan with employer contributions up to 6%, Dynamic team within a high-growth company, Company events and team-building activities, Ongoing training and professional development opportunities.
- Schedule: Not mentioned explicitly. There's mention of shift management, 24/7 operations, shift differentials, complex scheduling requirements under Skills. But no explicit schedule for the role (maybe on-site). The posting says "This role is an on-site position." That's location, not schedule. No schedule details like full-time, hours. So we should not create Schedule section.
We must not create sections with filler like "commensurate with experience". We have actual content.
Now we need to output HTML fragment only, no /, no markdown fences.
We'll produce something like:
About the role
... (the "What We're Looking For" paragraph(s) maybe combined with some of the "About SMARDT"? Actually About the role should focus on role, not company. But we could include company description as part of About the role? The instruction says About the role heading for section headings (e.g. About the role, Responsibilities...). It didn't forbid including company description there, but better to keep role description. We'll put the "What We're Looking For" paragraphs. We need to preserve all substantive information; we should not lose any. So we need to include the company description somewhere. Where? Could be in a preceding paragraph before About the role? But we cannot add extra headings not listed. We could include it in About the role as a preamble. That's okay. Thus About the role will contain both the company overview and the role description. Let's extract the relevant paragraphs: About SMARDT: "As a global pioneer in oil-free centrifugal chiller technology with an expanding portfolio of thermal management solutions, Smardt is dedicated to delivering high-efficiency and energy-saving systems for industries, real estate developments, health care and educational centers worldwide. We operate manufacturing facilities in the US, Canada, Germany, China, and Australia, with a team of over 900 employees. With a focus on reliability, performance, and environmental stewardship, Smardt continues to redefine industry standards through advanced engineering and a commitment to a more sustainable future." What We're Looking For: "The HR Business Partner for Manufacturing will serve as a strategic consultant and trusted advisor to manufacturing leadership teams, driving people strategies that enhance operational excellence, safety performance, and workforce productivity, aligning HR practices and priorities with overall business strategy. This role requires a deep understanding of manufacturing environments, labor relations, and the unique challenges of production-based operations. The successful candidate will partner closely with plant managers, production supervisors, and broader HR Business Partners and CoE experts to develop a high-performing, engaged workforce while ensuring compliance with all manufacturing-specific regulations. The role is an on-site position. This position will build the fundamentals, aligning with the overarching global HR priorities, Corporate practices and integrating the new facility and team into the larger SMARDT operating structure, while taking local laws and regulatory/compliance into consideration." We'll combine. Now Responsibilities: from "What You'll Do" (including bullet-like sentences). Also "Team management" and "Year 2 and beyond". We'll extract each responsibility as bullet. Let's list responsibilities: Year 1: Build and set foundations that integrate into the overarching global HR function, including: - Local policies and practices - Onboarding - Partner with HR LT and COE functions to deploy - Cross-cultural organizational integration / knowledge-transfer support, including coordinating TICA SMEs or assignees visiting Phoenix if that's anticipated. Strategic HR Partnership & Business Alignment Operational Excellence Support: Partner with manufacturing managers and functional leadership to align HR strategies with production goals, quality metrics, and safety objectives. Data-Driven Decision Making: Leverage people analytics to predict turnover, identify production bottlenecks related to workforce issues, and optimize staffing models for maximum efficiency and engagement. Workforce Planning: Develop comprehensive staffing strategies that account for seasonal demands, production schedules, and skills requirements across multiple shifts. Culture Development: Drive initiatives to sustain and evolve a high-performing, safety-focused, and inclusive manufacturing culture that supports higher productivity outcomes. Labor Relations & Employment Law Market Practices: Depth of understanding the nuances of local manufacturing market practices, Arizona state health and safety compliance Conflict Resolution: Serve as primary mediator for employee disputes, disciplinary actions, and performance issues while ensuring compliance with employment laws. Communication Bridge: Facilitate effective communication between management and workforce, including conducting town halls, shift meetings, and effective feedback sessions. Compliance Expertise: Ensure adherence to all relevant local, state, and federal employment laws, regulations, and industry-specific safety standards across multiple manufacturing locations. Full-Cycle Recruitment Excellence Strategic Sourcing: Execute end-to-end recruitment process with focus on reducing time-to-hire in competitive manufacturing labor market. Candidate Experience: Prioritize candidate interview experience and engagement metrics to attract top talent in the manufacturing sector. Rapid Backfill Capabilities: Execute complete recruitment cycles for critical production roles, ensuring minimal disruption to manufacturing operations and shift coverage. High-Volume Recruitment Management: Simultaneously manage open positions across multiple departments, shifts, and skill levels while maintaining quality standards and candidate engagement. Temporary Workforce Coordination: Partner with staffing agencies and temporary worker providers to rapidly scale workforce during peak production periods, seasonal demands, or unexpected absences. Expedited Screening & Selection: Conduct streamlined and thorough candidate assessments with focus on improving time-to-fill and candidate experience for all positions in manufacturing. Compensation And Benefits Operational Excellence Ensure payroll accuracy and timely processing in collaboration with Finance. Monitor compliance with legal, tax, and regulatory requirements related to compensation and benefits. Partner with total Rewards CoE to implement corporate programs and policies locally. Support salary planning, merit increases, and bonus processes with fairness and accuracy. Provide guidance to managers on compensation structures, salary ranges, and internal equity. Address employee questions and concerns regarding payroll, compensation, or benefits in a timely manner. Team management As a leader, the HRBP is responsible for guiding the HR team to deliver operational excellence while ensuring a positive employee experience. Key responsibilities include: - Foster a culture of employee listening and create a positive employee experience. - Ensure strict confidentiality of all employee information. - Maintain compliance with legal, regulatory, and corporate requirements. - Safeguard accuracy and efficiency in HR systems and processes. - Demonstrate strong attention to detail in all HR activities. - Promote continuous improvement and innovation within the HR function. - Build trust and credibility with employees and business leaders. - Develop and grow the team’s capabilities to meet evolving needs. Year 2 and beyond: Maintain and Mature: Best practices and HR program deployment, including: - Employee engagement and enhancement - Culture and recognition - Upskilling, career pathing, learning and development We'll turn each of these into bullet points under Responsibilities. Now Requirements: Education And Experience: "Bachelor's degree in Human Resources, Business Administration, Industrial Relations, or related field Master's degree is an asset, especially in HR, Organizational Development, or Business Administration 7-10 years of hands-on building and progressive HR experience with significant exposure to manufacturing, production, or industrial environments. HVAC experience is an asset. 5+ years in HR Business Partner or senior HR Manager role with full accountability for employee relations. Labor Relations Expertise: Advanced knowledge of labor law." We'll bullet. Qualifications: What You'll Bring: "Demonstrate leadership and problem-solving abilities with HR opportunities. Excellent organizational and communications skills. Ability to multitask, prioritize and maintain confidentiality Manufacturing Industry Knowledge: Direct experience in HVAC or heavy manufacturing settings. Lean Manufacturing: Understanding of Lean, Six Sigma, or other continuous improvement methodologies." We'll bullet. Skills: Skills And Competencies: "Hands-On, Deliver Fast – this will be a brand new plant so the ideal candidate must be agile and able to identify roadblocks, collaborate and communicate with stakeholders in both HR as well as the