HR Business Partner

Position Summary

The Human Resources Business Partner (HRBP) collaborates with leaders and employees to provide strategic and operational HR support across a designated business unit or function. The HRBP partners with management to develop and implement talent strategies, workforce planning initiatives, employee relations solutions, performance management programs, and organizational effectiveness efforts that support business objectives. This role serves as a trusted advisor to leaders, helping to drive employee engagement, leadership development, change management, succession planning, and a positive workplace culture while ensuring compliance with employment laws and company policies.

Duties and Responsibilities

• Provides human resources consultation and support to multiple business units as well as plant leadership.
• Uses working knowledge of the business to provide HR workforce planning support and guidance to line managers.
• Analyzes trends and develops workforce plans to resolve issues and make a positive impact on business results.
• Utilizes knowledge of various human resources functions to provide tactical support to line managers.
• Acts as liaison with other corporate and shared services HR functions.
• Provides instructions, communicates commonly used concepts and pre-established practices and procedures.
• May serve as a lead for department projects.
• Provides routine one-on-one interaction with employees, supervisors, and management, and demonstrates a demeanor of professionalism in face-to-face employee interactions.
• Supports multiple functions of the HRIS database to include monitoring of employment activities and required file maintenance, performance appraisal and incentive pay processing, and basic employee and dependent information updates.
• Supports routine administration and presentation of employee benefit plans, company policies and company programs
• Supports manager and employee interpretation and application of policies in accordance with the employee handbook, supervisor's policy manual and benefit summary plan descriptions.
• Participates in training to stay abreast of current regulations and trends in the field.
• Leads workplace investigations, including conducting interviews, reviewing documentation and other relevant evidence, determining findings, and recommends appropriate corrective action.
• Coach managers and supervisors on employee relations matters, disciplinary actions, documentation, conflict resolution, and performance improvement.
• Leads and supports the performance management process, including goal setting, performance evaluations, merit planning, and calibration meetings.
• Partners with leadership to develop succession plans and identify any gaps
• Partners with Production Manager to identify staffing needs and develop recruiting and workforce strategies and keep up with business demand.
• Oversee and continuously improve the new hire onboarding and orientation process to improve employee experience and retention.
• Facilitates employee training on company policies and code of conduct throughout the year.
• Manages employee engagement activities

Skills and Qualifications

• Strong organizational and communication skills.
• Proactive and takes initiative/self-driven.
• Team and customer focused.
• Proficient in MS Word and MS Outlook.
• Experience with an HRIS is required.
• Able to work in a high-paced environment.
• 3 to 5 years’ experience in Human Resources, or degree in Human Resources Management or Administration.
• Speak conversational English.

Physical Requirements

• Ability to lift 20 lbs. as needed.
• Ability to bend, stand, climb, twist and stoop for extended periods of time.
• Ability to perform sedentary work including sitting for extended periods of time.
• Ability to operate standard office equipment.
• Have good vision of 20/30 with corrective lenses.
• Ability to maintain coordination of hand and finger movements to grasp and manipulate objects with precision.
• Travel as needed to accomplish desired results. Overnight travel may be required occasionally.

Subject to environmental conditions that occur indoors and outdoors which includes but is not limited to exposure to changing temperatures, loud noises, vibration from use of equipment and the following:

• Hazards: Variety of physical conditions, such as proximity to moving mechanical parts, electrical current, exposure to high heat or exposure to chemicals.
• Atmospheric conditions: One or more of the following conditions that affect the respiratory system or the skin – fumes, odors, dust, mist, gases or poor ventilation.
• Oils: there is air and/or skin exposure to oils and other cutting fluids.