Human Resources Business Partner

VPET USA is seeking a strategic, hands-on Human Resources Business Partner to serve as a trusted advisor to plant leadership and a driving force behind our people strategy. In this role, you will bridge the gap between business objectives and workforce needs, partnering directly with operations leaders to build a high-performing, engaged, and compliant manufacturing environment. This is not a back-office role—you will spend time on the production floor, understand the rhythms of our plastics manufacturing processes, and translate operational goals into practical people solutions.

Responsibilities

• Strategic Partnership
  • Partner with plant leadership and department managers to align HR initiatives with production goals, business priorities, and operational realities.
  • Act as a coach and sounding board for site leaders on organizational design, team structure, and people decisions.
  • Bring data-driven insights to leadership discussions that connect workforce trends to business outcomes.
• Workforce Planning
  • Collaborate with operations to forecast staffing needs across shifts, seasons, and production cycles.
  • Build and maintain talent pipelines for critical roles such as machine operators, technicians, and front-line supervisors.
  • Identify skills gaps and develop plans to address current and future workforce demands.
• Talent Acquisition
  • Support full-cycle recruitment for hourly and salaried roles, working closely with hiring managers and recruiting partners.
  • Strengthen local employer branding to compete effectively in regional labor markets.
  • Track and improve key hiring metrics, including time-to-fill and cost-per-hire.
• Employee Relations
  • Serve as the first point of contact for employee concerns, conflicts, and workplace investigations.
  • Coach managers and supervisors on fair, consistent, and respectful handling of performance and disciplinary matters.
  • Foster a positive workplace culture and help resolve issues before they escalate.
• Performance Management
  • Guide managers through performance review cycles, goal setting, and constructive feedback.
  • Help identify high performers, support development plans, and address performance gaps.
  • Promote a culture of accountability, recognition, and continuous improvement.
• Compliance
  • Ensure site practices comply with federal, state, and local labor laws, as well as OSHA and safety regulations.
  • Maintain accurate records and support internal audits and regulatory reporting.
  • Partner with safety teams to reinforce a strong culture of workplace safety.
• Employee Lifecycle Management
  • Own the employee experience from onboarding through offboarding at your assigned site.
  • Deliver a consistent, engaging onboarding process, including 30-60-90 day check-ins.
  • Conduct exit interviews, analyze turnover drivers, and recommend retention strategies.

Requirements

• Education
  • Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field.
  • Master’s Degree in Human Resources, Business, or a related discipline preferred.
• Certifications
  • Professional certification strongly preferred, including PHR, SPHR, SHRM-CP, or SHRM-SCP.
• Experience
  • Minimum of 3-5 years of progressive HR experience, with at least 1 full year in an HR Business Partner or HR Generalist role.
  • Direct experience supporting a manufacturing, industrial, or plant environment preferred.
  • Proven track record partnering with operations leadership in a multi-shift setting.

Skills

• Manufacturing acumen: Genuine understanding of plant operations, shift structures, and the unique demands of a production environment.
• Labor law knowledge: Strong command of federal and state employment laws, wage and hour regulations, and workplace safety standards.
• Data analysis: Ability to interpret HR metrics, spot trends, and turn data into clear, actionable recommendations.
• Conflict resolution: Skilled at mediating disputes, conducting investigations, and guiding tough conversations with fairness and confidence.
• HRIS proficiency: Hands-on experience with HRIS platforms and comfort working across digital HR and payroll systems.
• Communication: Clear, credible communicator who builds trust with employees at every level, from the floor to the front office.
• Business partnership: Strategic thinker who connects people decisions to operational and financial results.
• Adaptability: Composed and resourceful in a fast-moving, high-volume environment.

Pay

$98,000 - $115,000 per year, depending on experience.

Benefits

• Medical (HMO), dental, and vision insurance premium coverage.
• 401k plan with employer contribution of 3%, up to 4%.
• Vacation and sick pay.
• Eight (8) paid holidays per year.
• Basic life insurance (25K policy) paid by the company.

Schedule

Full-time, exempt position.