Human Resources Business Partner

About the Role

Nikon SLM Solutions is seeking an experienced and highly engaged HR Business Partner (HRBP) to support our growing U.S. organization. The HRBP will serve as a trusted advisor to managers and employees, partnering with leadership to develop and execute people strategies that support business objectives while maintaining a positive, productive, and compliant work environment. This position will have a strong presence across all departments and will work closely with managers to address employee relations, performance management, talent development, organizational effectiveness, and employee engagement.

The ideal candidate is a hands-on HR professional who can operate strategically while also being comfortable working directly with employees and managers to resolve day-to-day workplace challenges. The successful candidate will bring strong business judgment, knowledge of U.S. employment practices, excellent communication skills, and the ability to build credibility across all levels of the organization.

Responsibilities

• HR Business Partnership & Leadership Support
  • Serve as a trusted HR advisor and strategic partner to managers and leadership across assigned business functions.
  • Develop a strong understanding of the organization's business, workforce, and operational objectives.
  • Partner with leaders to translate business objectives into effective people strategies and HR initiatives.
  • Provide guidance and coaching to managers on employee-related matters, organizational effectiveness, and people management.
  • Participate in leadership meetings and provide HR perspective on internal training needs, organizational structure, employee engagement, and business decisions.
  • Identify emerging workforce trends and proactively recommend solutions to leadership.
• Employee Relations
  • Manage and provide guidance on employee relations matters, including performance concerns, workplace conflicts, attendance, disciplinary actions, complaints, and other employee issues.
  • Coach managers on appropriate and consistent approaches to addressing employee performance and conduct.
  • Conduct or support workplace investigations and ensure appropriate documentation and follow-up.
  • Identify potential employment-law risks and escalate matters appropriately.
  • Promote a respectful, inclusive, and professional workplace culture.
  • Conduct exit interviews and analyze trends to identify opportunities to improve employee retention and engagement.
• Performance Management
  • Partner with managers to establish clear performance expectations and accountability.
  • Support the annual performance review process and provide guidance to managers on effective performance feedback.
  • Assist managers with performance improvement plans and other corrective-action processes.
  • Help establish consistent performance-management practices across the organization.
  • Identify opportunities to strengthen manager capability and leadership effectiveness.
• Learning, Development & Organizational Effectiveness
  • Partner with managers to identify employee development and training needs.
  • Support leadership development initiatives and manager training.
  • Help establish career-development opportunities and employee growth plans.
  • Assist with succession planning and talent reviews.
  • Identify organizational effectiveness opportunities and recommend solutions.
  • Support initiatives designed to improve employee engagement, collaboration, communication, and retention.
• Compensation & Benefits
  • Provide managers and employees with guidance regarding compensation, benefits, policies, and HR programs.
  • Partner with HR leadership and external vendors on compensation and benefits initiatives.
  • Support payroll, timekeeping, leave administration, and other HR operational processes as needed.
  • Assist with job descriptions, job evaluations, compensation reviews, and organizational changes.
  • Ensure HR records and employee information are maintained accurately and confidentially.
• Compliance & Risk Management
  • Maintain working knowledge of applicable federal, state, and local employment laws and regulations.
  • Partner with HR leadership to ensure compliance with employment practices and company policies.
  • Support compliance with wage and hour, FMLA, ADA, EEO, workers' compensation, leave, and other applicable employment requirements.
  • Assist with HR audits, reporting, and compliance initiatives.
  • Maintain appropriate documentation related to employee relations and employment decisions.
  • Escalate complex legal or compliance matters to HR leadership and/or legal counsel when appropriate.
• Employee Engagement & Culture
  • Develop strong relationships with employees at all levels of the organization.
  • Support employee engagement initiatives and organizational communication.
  • Identify opportunities to improve employee experience.
  • Partner with leadership to reinforce company values, expectations, and culture.
  • Help foster a workplace environment that promotes accountability, collaboration, innovation, and respect.
• HR Analytics & Reporting
  • Maintain and analyze HR metrics related to turnover, retention, hiring, absenteeism, employee relations, engagement, and workforce trends.
  • Develop reports and insights that help leadership make informed workforce decisions.
  • Identify trends and recommend proactive HR solutions based on available data.
  • Support the development of HR dashboards and key performance indicators.

Requirements

• Bachelor’s degree in human resources, Business Administration, Organizational Development, or a related field or 5+ years of direct work experience.
• 5+ years of progressive HR experience, with demonstrated experience supporting managers and business leaders.
• Strong knowledge of U.S. employment practices and HR compliance.
• Demonstrated experience handling employee relations matters and performance-management issues.
• Experience partnering with managers in a manufacturing, engineering, technical, service, or similarly complex environment preferred.
• Strong knowledge of recruiting, onboarding, employee development, compensation, benefits, and HR operations.
• Excellent written, verbal, interpersonal, and presentation skills.
• Strong problem-solving and decision-making abilities.
• Ability to maintain confidentiality and exercise sound judgment when handling sensitive employee matters.
• Strong organizational skills and ability to manage multiple priorities in a fast-paced environment.

Preferred Qualifications

• PHR, SHRM-CP, SHRM-SCP, SPHR, or similar HR certification.
• Experience supporting a multinational organization.
• Experience working with U.S. and international HR teams.
• Experience in manufacturing, industrial technology, engineering, robotics, additive manufacturing, or other technical environments.
• Experience supporting both exempt and non-exempt workforces.
• Experience with HRIS, payroll, timekeeping, performance-management, and recruiting platforms.
• Experience of working with California employment regulations is strongly preferred.

Benefits

• Comprehensive health coverage including medical, dental, and vision.
• 401(k) plan with a 4% company match.
• Paid holidays and paid time off.
• Gym reimbursement.
• Tuition reimbursement.
• Company-paid disability and life insurance.