Human Resources Business Partner

Key Responsibilities

• Serve as a trusted advisor and coach to site leaders on organizational design, team effectiveness, workforce planning, and talent development.
• Lead and facilitate change management initiatives and cultural transformation efforts, ensuring leaders and employees are equipped to navigate change successfully.
• Partner with site leaders and functional leaders to assess organizational health, identify capability gaps, and co-create solutions that strengthen team performance and engagement and enable scale.
• Conduct workforce planning analysis to align headcount and skills with site operating needs, partnering with the TA COE on hiring prioritization and pipeline strategies.
• Manage the full range of employee relations matters, including performance management, conflict resolution, disciplinary actions, and separations, with appropriate documentation and consistency.
• Conduct thorough, impartial workplace investigations and partner with legal counsel as appropriate to resolve complex or sensitive matters.
• Coach managers to deliver timely, constructive feedback, and navigate difficult conversations to improve individual and team performance.
• Foster a positive, inclusive work environment by promoting respectful workplace practices across both production floor and management populations.
• Ensure site-level compliance with all applicable federal, California state, and local employment laws, including FLSA, FEHA, CFRA, FMLA, Cal/OSHA, and local ordinances.
• Apply expert knowledge of California wage-and-hour law — including meal and rest period requirements, overtime classifications, expense reimbursement, and final pay rules to manufacturing operations where wage-and-hour risk is elevated.
• Audit and maintain HR policies, practices, and documentation to ensure ongoing compliance; proactively identify and remediate compliance gaps.
• Manage leave administration (FMLA/CFRA/PDL/SDI) and ADA/FEHA accommodations in accordance with California requirements.
• (Do you want to add Worker’s Comp?) Serve as the site subject matter expert on employment law developments, communicating updates and implications to site leadership in practical, actionable terms.
• Partner with the Talent Acquisition COE to support hiring for the site — defining role requirements, supporting selection processes, facilitating offer approvals, and ensuring an outstanding candidate and onboarding experience.
• Collaborate with the Compensation COE on job evaluations, offer recommendations, merit cycle execution, and equity reviews; advise managers on total rewards considerations within established frameworks.
• Drive site-level performance management, ensuring consistent calibration, meaningful development conversations, and timely goal-setting across the employee population.
• Identify learning and development needs, curating or coordinating training solutions for leadership, compliance, and skills development.
• Maintain accurate employee records and HRIS data, ensuring all personnel transactions are processed correctly in a timely manner.
• Generate and interpret site HR metrics (attrition, headcount, time-to-fill, engagement) to identify trends and inform decision-making; present insights to site leadership.
• Manage I-9 compliance and partner with immigration counsel on work authorization matters as needed.
• Support annual HR programs including open enrollment, engagement surveys, compensation cycles, and compliance training deployment.

Position Requirements

• 8+ years of progressive HRBP or HR Management experience in manufacturing, preferably semiconductor or a comparable high-complexity industrial environment (i.e. Aerospace or automotive).
• Bachelor's Degree in Human Resources, Business, or a related field.
• Demonstrated experience as the sole or primary HR professional at a site, with ownership across multiple HR disciplines simultaneously.
• Expert-level knowledge of California employment law and wage-and-hour regulations, with direct application in a manufacturing or operations environment.
• Proven ability to coach and influence senior leaders on organizational effectiveness, change management, and workforce strategy.
• Strong employee relations background, including independent investigations, performance management, and complex case resolution.
• Experience supporting hourly/non-exempt manufacturing populations, including shift workers and production technicians, in addition to salaried and management employees.
• High proficiency with HRIS systems and comfort with HR analytics and data-driven decision-making.
• Experience in the semiconductor, high-tech manufacturing, or defense/aerospace sector.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
• Experience partnering with centralized COEs in a matrixed HR model.