Human Resources Business Partner

Key Responsibilities

• Partner with operations leaders and supervisors to address employee relations issues, conduct investigations, and support performance management processes.
• Guide leaders on corrective action, policy interpretation, risk assessment, and consistent application of workplace standards.
• Promote a culture of respect, inclusion, engagement, and accountability aligned with company values.

Talent Attraction, Recruiting & Workforce Planning

• Partner with operations and leadership to understand workforce needs and develop recruiting strategies for hourly and salaried roles.
• Manage end-to-end recruiting processes including job postings, candidate sourcing, screening, interviewing, and offer coordination.
• Analyze recruiting metrics and labor market trends to improve hiring effectiveness and time-to-fill.
• Support employer branding and community outreach initiatives aligned with manufacturing talent pipelines.

Onboarding & Employee Lifecycle Management

• Design, administer, and continuously improve onboarding programs to ensure a positive, compliant, and engaging new-hire experience.
• Care for orientation, training completion, and assimilation into plant culture and safety expectations.
• Support internal mobility, promotions, transfers, and offboarding processes.

Attendance, Timekeeping & Leave Administration

• Administer and track attendance programs in partnership with operations leadership.
• Manage leaves of absence including FMLA, ADA accommodations, military leave, and company-provided leaves.
• Serve as a point of contact for employees and managers regarding leave eligibility, documentation, and return-to-work coordination.

Total Rewards, Retention & Engagement

• Participate in the design, administration, and communication of rewards and recognition programs that support retention and high performance.
• Aid in annual and off-cycle compensation processes in coordination with HR leadership.
• Assist with benefits administration and vendor coordination as needed.

Leadership Development & Succession Planning

• Support leadership development programs, training initiatives, and career pathing efforts.
• Participate in talent reviews and succession planning activities.
• Aid in workforce analytics related to engagement, turnover, and development outcomes.

Compliance, Reporting & HR Operations

• Ensure HR practices comply with federal, state, and local employment laws and regulations.
• Maintain accurate employee records in HRIS systems and support audits and required reporting (e.g., EEO-1, OSA logs).
• Analyze and report HR metrics related to turnover, absenteeism, engagement, and staffing trends.

Qualifications & Experience

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 5–8 years of progressive HR business partnership experience, preferably in a manufacturing or industrial environment.
• Working knowledge of FMLA, ADA, wage and hour laws, and state employment requirements.
• Experience supporting hourly workforces and partnering with frontline supervisors.