Site HR Manager / Sr. HR Business Partner

About the role

Greene, Tweed offers cutting-edge technology, world-class polymer expertise, and advancement opportunities in an environment that embraces diversity, empowers decision-making at the point of impact, and celebrates success. Ideal for those who enjoy continuous learning and creating technological solutions.

Responsibilities

• Act as a strategic business partner and trusted advisor to site and senior leaders on organizational effectiveness, workforce planning, talent strategies, employee relations, leadership development, and change management.
• Collaborate with site leadership to develop and execute people strategies that support operational objectives, workforce productivity, employee engagement, and organizational growth.
• Oversee labor and employee relations activities, including contract interpretation, grievance management, investigations, conflict resolution, disciplinary actions, and compliance with labor laws, collective bargaining agreements, and company policies.
• Partner with stakeholders on labor strategy and execution, including site and functional leaders, HR/ER leaders, and legal counsel.
• Coach leaders and managers on performance management, compensation programs, talent acquisition, employee development, and management decision-making.
• Provide clear and timely guidance to business leaders on HR issues and the impact of people-related decisions on business performance.
• Participate in business planning and operational decision-making.
• Lead the implementation of HR initiatives, programs, and policies across the organization, ensuring alignment with business and corporate objectives.
• Analyze workforce metrics, HR KPIs, and talent trends to identify opportunities and drive continuous improvement in organizational effectiveness.
• Lead workforce needs identification and forecasting, partnering with Talent Acquisition and business leaders on recruiting strategies, candidate selection, and workforce planning.
• Develop and execute workforce plans and talent acquisition strategies that address current and future business requirements.
• Lead the annual Talent Review, succession planning, performance management, and talent development processes for assigned client groups.
• Provide expert coaching, mentoring, and guidance to HR Generalists, managers, and employees on complex and sensitive employee matters, investigations, accommodations, performance concerns, corrective actions, and separations.
• Directly manage, develop, and coach one or more HR Generalists or similar HR roles, establishing priorities and supporting professional development.
• Maintain knowledge of labor legislation, employment law, HR best practices, and industry trends.
• Ensure HR policies, processes, and programs are effectively communicated and consistently administered across assigned client groups.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
• HR and/or Labor Relations certifications preferred.

Skills and Experience

• 10+ years of progressive Human Resources experience in an HR Business Partner, Employee Relations, Labor Relations, or related role.
• Demonstrated experience partnering with senior leaders to develop and execute business-aligned people strategies.
• Experience leading labor relations activities, including union environments, contract administration, grievance management, and employee relations matters.
• Experience managing and developing HR Generalists or other HR team members preferred.
• Strong business acumen with the ability to anticipate organizational and workforce impacts.
• Proven success influencing leaders and driving adoption of people management practices and organizational change initiatives.
• Excellent verbal, written, interpersonal, and presentation skills.
• Strong analytical, problem-solving, and decision-making capabilities.
• Ability to maintain objectivity, build credibility, and successfully navigate complex and sensitive workplace issues.
• Demonstrated ability to balance strategic thinking with operational execution.

Physical Requirements

• Standing: Rarely (0–15%)
• Sitting: Frequently (46–100%)
• Lifting: Up to 10 lbs without assistance
• Carrying: Up to 10 lbs without assistance
• Walking: Occasionally (16–45%)
• Hearing: Ability to detect noises with or without corrective device(s)
• Vision: Clarity of vision, with or without corrective lenses

Mental Requirements

• Problem Solving: Frequently (46–100%)
• Making Decisions: Ability to make decisions with moderate impact
• Supervise: Rarely (0–15%)
• Interpret Data: Frequently (46–100%)
• Organize: Frequently (46–100%)
• Read/Write: Frequently (46–100%)
• Communication: Frequently (46–100%)

Work Environment

• High Temperatures: Rarely (0–15%)
• Low Temperatures: Rarely (0–15%)
• Noises: Moderate (business office with computers, printers, and light office noises)
• Fumes Exposure: Rarely (0–15%)