Human Resources Business Partner

Major Duties and Responsibilities

• Recruiting, Staffing, and Onboarding
• Post open positions and coordinate recruitment activities.
• Review resumes, identify qualified candidates, and forward candidates to hiring managers.
• Schedule and conduct initial interviews; document interview notes and provide recommendations to hiring managers.
• Coverage of in-person interviews, plant tours, start dates, and new-hire orientation.
• Partner with temporary staffing agencies to fill open roles, coordinate assignments, and manage temp start and end dates.
• Prepare offer letters and employment status change forms for approval.
• Initiate background screenings, auditory screenings, IT account requests, and other pre-employment requirements.
• Complete new-hire paperwork, onboarding activities, badge access, employee photos, locker assignments, and system setup.
• Enter and maintain employee information in HR and business systems, including ADP, Intellect, ConnectOne, HRCloud, Tapcheck, and related platforms.
• Upload new-hire documentation and communicate updates to Payroll, Benefits, Compensation, Training, and Documentation teams.
• Employee Relations and Performance Support
• Review employee complaints, conduct investigations, gather witness statements, and document findings.
• Prepare and issue corrective action documentation, warning notices, attendance memos, and employee communications.
• Support managers with performance reviews, merit increases, goals, reductions in force, difficult terminations, and other sensitive employee matters.
• Partner with Legal and HR leadership on matters requiring legal review or advisement.
• Attendance, Payroll, and Workforce Administration
• Monitor attendance records, review call-ins, and prepare attendance-related documentation.
• Coordinate leave-of-absence call-in information with the Benefits and Compensation Manager.
• Review temporary employee timecards, submit temporary labor hours to staffing agencies and Finance, and verify payroll accuracy.
• Review employee timecards and payroll reports before and after payroll submission.
• Configure bonus amounts and run attendance reports related to quarterly bonus programs.
• Process employee terminations in applicable HR systems and notify appropriate stakeholders.
• Reporting, Compliance, and Safety
• Prepare and submit HR reports, including turnover, DEI, OSHA, monthly HR data, and other plant-level reporting.
• Collect incident documentation, support investigations, and complete OSHA-required forms when applicable.
• Attend Safety Committee meetings and support safety-related HR processes.
• Conduct audits related to I-9s, terminated employee files, lockers, photo boards, job postings, HERO Act requirements, retention files, and HR documentation.
• Maintain compliance with applicable federal, state, and company requirements, including tax forms, I-9 documentation, HERO Act updates, and retention standards.
• Stay current on employment laws, HR best practices, and compliance topics through webinars and continuing HR education.
• Employee Engagement, Training, and Communication
• Chair the plant Engagement Committee, schedule and lead meetings, and coordinate employee engagement activities.
• Plan, communicate, facilitate, and purchase supplies for monthly activities, company meetings, and volunteer events.
• Prepare engagement activity updates for company meetings and coordinate with engagement team members.
• Aid the Director of Training with HR-specific training and complete required global trainings.
• Present HR updates at company meetings and maintain employee-facing communications through postings, HRCloud, and other communication channels.
• Send weekly HR updates to the Plant Manager and participate in HR staff meetings, leadership meetings, and one-on-one meetings with direct supervisor.
• HR Operations and Process Improvement
• Maintain and update HR documents, policies, procedures, job descriptions, handbook suggestions, holiday schedules, organizational charts, and employee communications.
• Manage plant access systems, including FOB creation, updates, audits, and removals.
• Support open enrollment, leave-of-absence questions, benefits-related employee inquiries, and coordination with the Benefits and Compensation Manager.
• Aid plant and HR leadership with workforce planning, RIF preparation, merit increase processes, and HR-related projects.
• Provide guidance and support to HR team members on plant-specific processes and employee matters.
• Complete routine plant inspections, administrative audits, and other HR operational tasks as assigned.

Experience and/or Educational Requirements

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred.
• Prior HR experience in a manufacturing, production, or plant environment preferred.
• Working knowledge of recruiting, onboarding, employee relations, payroll review, HR compliance, and HRIS administration.
• Knowledge of New York employment laws and applicable federal, state, and local labor regulations required.
• Experience with ADP or similar HR/payroll systems preferred.
• Strong organizational skills, attention to detail, confidentiality, and follow-through.
• Ability to communicate effectively with employees at all levels of the organization.
• Ability to manage multiple priorities in a fast-paced manufacturing environment.
• Knowledge of workplace investigations, safety reporting, OSHA requirements, and HR best practices preferred.