Human Resources Business Partner

Summary

Partner closely with senior leadership and line managers to deliver HR services that support the company exceeding business goals, driving employee engagement, and enabling talent development within a multi-site, multi-state, dynamic, fast-growing company.

About the Role

Greenpoint Technologies is a leading provider of VIP jet aircraft interiors. This role requires expertise in HR services, employee relations, and talent development, with a focus on supporting a dynamic, fast-growing company.

Responsibilities

• Builds and maintains trusted advisor relationships with senior leaders and managers to influence decision-making and drive organizational effectiveness
• Aligns people strategies with business objectives, including workforce planning, organizational design, and capability building
• Leverages people analytics and business insights to identify trends, diagnose issues, and recommend data-driven solutions
• Executes core HR processes (performance management, talent reviews, engagement surveys), ensuring quality, consistency, and business alignment
• Guides leadership through change management and organizational design efforts tied to program expansions, reorganization, and contract transitions
• Identifies opportunities to enhance employee experience and implement scalable, sustainable improvements
• Collaborates with colleagues in compensation, benefits, talent acquisition, and training & development to implement scalable HR programs and initiatives
• Serves as a subject matter expert on employee relations, employment laws, and company policies, ensuring compliant and consistent application across the organization
• Manages and resolves complex employee relations issues, conducts thorough investigations, documents findings, and implements appropriate resolutions
• Affords organizational risk by identifying trends and proactively recommending preventative strategies
• Advises leaders and employees on a wide range of workplace matters, balancing legal compliance, company values, and business needs
• Facilitates offboarding processes, including exit interviews, and analyzes trends to inform retention and engagement strategies
• Promotes organizational capability assessment, identifies skill gaps, and develops talent strategies to support current and future business needs
• Supports identification and development of high-potential employees
• Coaches managers on effective performance management, feedback, and employee development initiatives
• Serves as a subject matter expert on leave of absence programs and applicable laws (FMLA, PFML, ADA, etc.), providing guidance to employees, managers, and HR team members on leave-related matters and supporting the resolution of complex or escalated cases
• Owns the accommodations process for assigned business groups including providing guidance and following procedures for employees seeking medical or other legally defined accommodations
• Ensures that applicable laws, policies, and procedures are being followed while empathy for the employee is demonstrated
• Develops and maintains Standard Operating Procedures (SOPs) to ensure consistency and scalability of HR practices
• Partners with the Talent Acquisition team on hiring strategies, internal mobility, and workforce transitions
• Leads or contributes to special projects and initiatives as requested
• Demonstrates accountability and ownership in delivering results
• Maintains regular attendance including being at work, being on time to work and working full shifts
• Other duties as assigned

Competencies

• Adaptability
• Communications
• Dependability
• Initiative
• Teamwork
• Work Quality
• Performance Coaching
• Judgment
• Planning/Organization
• Problem Solving

Education, Experience & Certification

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field, a minimum of 6 years progressive HR experience, including at least 3 years in an HRBP role; or equivalent combination of education and experience
• HRBP experience supporting aerospace, defense, engineering or manufacturing workforces a plus
• SPHR or SHRM – SCP preferred