Human Resources Business Partner Manufacturing; In-Office

Human Resources Business Partner Manufacturing (In-Office)

4 days ago Be among the first 25 applicants

LAPP is a family‑owned company headquartered in Stuttgart and a global leader in cable and connection technology. Founded in 1959, we are still fully family‑owned today. With around 5,800 employees, we are operating in over 80 countries – globally connected and regionally rooted. Working at LAPP means more: this is where inventive spirit and a hands‑on mentality meet cherished values and tradition.

We offer all employees the freedom to develop and pursue new opportunities. Flexibility and personal responsibility are just as important to us as a family‑friendly work environment. We value all our colleagues with their talents, ideas and perspectives.

We are seeking a dynamic HR professional with a proven track record in the manufacturing industry, ready to drive meaningful change and innovation.

* Please note this position is fully in‑office*

Reporting to Sr. HR Manager, the Human Resources Business Partner serves as an advisor and trusted partner to manufacturing leadership, providing counsel on workforce planning, employee relations, talent development and compliance. This role maintains a visible and accessible presence on the manufacturing floor, coaching managers through complex people issues while driving initiatives that enhance safety, engagement, performance and operational results. The HRBP ensures HR practices align with manufacturing operations and business objectives while fostering a safe, engaged and high‑performing workforce.

• Partner with managers and supervisors to drive employee performance and development through coaching on performance evaluations, progressive discipline, and connecting managers with learning resources.
• Serve as a trusted advisor and visible HR presence on the manufacturing floor, providing proactive counsel to supervisors and managers on employee relations matters including conflict resolution, grievances, safety concerns, and disciplinary actions.
• Responsible for ensuring that all documentation related to employee performance, conflicts, safety, coaching, terminations, etc., meets professional standards and is maintained in a confidential manner.
• Lead the progressive discipline process, ensuring consistent application of company values and fair treatment across all employee relations matters. Coach managers through difficult conversations and performance improvement planning.
• Partner with Talent Acquisition to conduct behavioral‑based interviews for manufacturing positions, ensuring candidate quality and cultural fit while maintaining hiring manager accountability for selection standards.
• Collaborates with internal trainers and managers to ensure timely and ongoing delivery of safety training, technical skills development, cross‑training initiatives and leadership development for supervisors and managers. This includes onboarding programs tailored to manufacturing roles and compliance training requirements. Maintains alignment with the Talent & Development Manager on training initiatives.
• Partners with the management team to ensure that operator scheduling and shift coverage planning aligns with production capacity.
• Ensure compliance with federal, state and local employment laws including FMLA, ADA, OSHA and wage‑hour regulations. Manage reasonable accommodation, leave administration, workers' compensation cases and return‑to‑work processes.
• Monitor and analyze key HR metrics including turnover by shift/department, absenteeism patterns, overtime trends, time‑to‑fill for critical roles and safety incident rates. Provide data‑driven recommendations to manufacturing leadership.
• Actively participate in safety committees, continuous improvement (Kaizen) events, Gemba walks and production meetings, contributing HR insights and identifying opportunities for process improvement and employee engagement.
• Conduct stay interviews and exit interviews and utilize this data to recommend improvements/changes to the management team with the focus of engagement and long‑term retention. Drive improvements in voluntary and involuntary attrition.
• Drive…