HR Business Partner

Description SUMMARY

The Human Resources Business Partner at our Crescent City facility serves as a trusted partner and advisor to facility leaders and team members. This individual is instrumental in promoting the company’s culture and values through partnership, coaching, and communication. By fostering a culture of trust, the HR Business Partner collaborates with facility leadership and the broader HR team to plan, support, and implement HR strategies aimed at attracting, engaging, and retaining talent.

This hybrid role requires onsite presence 3 days per week in Crescent City, CA and is not remote. Onsite engagement is essential to build relationships and provide hands‑on HR support during organizational change. Crescent City is located on California’s far northern coast, about 20 miles south of the Oregon border. The area offers a mild coastal climate, natural beauty, and a close‑knit community.

Candidates must live within commuting distance or be willing to relocate.

include the following. Other duties may be assigned.

• HR Partner: Collaborates with plant leaders to understand facility and business challenges, opportunities, and risks. Partners with plant leaders and other HR functions to brainstorm, make recommendations, and execute strategies that positively impact business KPIs and Team Member selection, engagement and retention. Serves as a member of the core leadership team at the facility.
• Consultation
  :
  Provides coaching and guidance on HR related matters including complex Team Member relations and conflict management issues, performance management, and policies and procedures. Oversees, leads and/or supports Team Member investigations including collaborating on final resolution.
• Performance Management
  :
  Demonstrates strong knowledge of the roles and responsibilities at the assigned facility. Guides and supports leaders with job description updates. Oversees and supports the execution of the performance review process at the assigned facility through communication, reporting, and coaching leaders to ensure the process is effectively driving Team Member performance and engagement. Oversees the termination process and coordinate/conduct exit interviews.
• Talent Acquisition
  :
  Partners with the Talent Acquisition Center of Excellence and hiring leaders to align talent acquisition efforts with business objectives. Actively participates in recruitment strategy discussions, candidate interviews, and selection processes as needed.
• Talent Development
  :
  Collaborates with the Organizational Development Center of Excellence on the training and development needs identified at the facility. Supports Organizational Development initiatives by reinforcing learning on‑the‑job and supporting training on topics such as performance management. Holds career development conversations to help guide Team Members who express interest in advancing their career ports the orientation and onboarding programs as needed.
• Total Rewards
  :
  Engages with the Total Rewards Center of Excellence to develop and execute communication strategies to ensure Team Members understand the design and value of the total rewards package. Conducts training and information sessions as needed.
• Wellness
  :
  Supports and participates in the Wellness and Activities Committee, which may include organizing team member wellness offerings and activities, communications, and serving as the point of contact for wellness initiatives.
• Change Management: Leads, champions, and/or supports change management and communication planning for HR programs and policies, as well as other organizational initiatives impacting Team Members (e.g., organizational design, leadership, reporting structures).
• Project Management: Leads and/or supports projects to support the business and HR strategy.
• Policies & Procedures: Communicates and executes HR policies and procedures. Provides coaching and guidance to gain alignment to expectations. Provides recommendations and support updates to policies and procedures.
• Compliance & Risk Mitigation: Identifies, manages, and mitigates risk through knowledge of relevant employment laws, rules, and…