Human Resources Business Partner

About the role

Reporting to the Director of Human Resources, the HRBP provides HR services to managers and employees while acting as a strategic partner to align people strategies with business goals. This includes all aspects of employee relations, performance management, compliance, workforce planning, employee engagement, and people analytics. The HRBP drives cultural change, supports organizational transformation, and ensures HR practices directly contribute to productivity, safety, and cost efficiency.

Responsibilities

• HRBP HRIS administration and HR process ownership at site level.
• Conducts exit process (interviews, surveys, offboarding) and analyzes trends to improve retention.
• Partners with leadership to forecast labor needs and ensure appropriate staffing across shifts.
• Leads workforce planning, succession planning, and career development for high-potential employees (with design support from Talent Development).
• Drives performance management cycle: goal-setting, evaluations, coaching, corrective actions, and developmental planning (with design support from Talent Development).
• Designs and facilitates communication strategies to increase employee understanding of HR systems, policies, and cultural initiatives.
• Acts as trusted advisor for employee concerns, grievances, disputes, and disciplinary actions; coaches managers to resolve issues proactively.
• Facilitates HR-driven training (compliance, policy, leadership, interviewing, and skills development).
• Supports organizational change initiatives (automation, lean projects, restructuring) with strong focus on communication, retraining, and engagement.
• Promotes employee morale, engagement, and safety culture through active communication and proactive initiatives.
• Tracks and analyzes workforce metrics (turnover, absenteeism, overtime, headcount vs. demand, training hours, safety incidents).
• Provides dashboards and insights to managers to inform staffing, productivity, and cost control decisions.
• Uses predictive analytics to anticipate risks (e.g., high turnover in critical roles) and develops proactive solutions.
• Ensures compliance with all laws, labor regulations, and internal policies, in partnership with EHS and operations teams.
• Represents the company externally at job fairs and community events to build employer brand (as needed with Talent Acquisition).

Requirements

• Bachelor’s Degree in Human Resources, Business, Industrial/Labor Relations, Organizational Psychology, or closely related field is required.
• Master’s degree preferred.
• PHR or SPHR, SHRM-CP or related is preferred.

Qualifications

• Proven experience in HR business partnering, employee relations, performance management, and workforce planning.
• Experience in manufacturing or similar operational environments preferred.

Skills

• Strong communication and influencing skills across all organizational levels.
• Highly organized, able to manage multiple priorities, and operate with discretion in handling confidential matters.
• Analytical mindset with ability to interpret people data and translate into business insights.
• Demonstrated capability to support change management and cultural initiatives.

Physical requirements

• Frequent interaction across facility locations; mix of office and production area exposure.
• Ability to travel occasionally.
• Subject to time-sensitive demands and high-pressure situations.

Pay

The referenced compensation range represents the minimum and maximum compensation for this job. Individual annual salaries will be set within the job’s compensation range, and will be determined by considering factors including, but not limited to, market data, education, experience, qualifications, expertise of the individual, and internal equity considerations.

Compensation Range: $80,000.00 – $90,000.00 USD

Benefits

• 100% employer-paid medical premiums (a $2,000–$6,000+ annual value)
• 401(k) contributions: 6% match plus an additional 4% company-funded contribution
• HSA contributions with wellness incentives
• Annual performance bonuses and merit increase eligibility

Unither does not deduct any portion of your medical premiums from your paycheck, which can be worth an extra $1 to $3.50 an hour compared to jobs where you pay part of the premium.