HR Business Partner

Description

Ready to own the HR function, shape a growing operation, and make a visible impact?
We are looking for a resourceful, team-member-focused HR leader who is energized by building relationships, solving problems, and turning ideas into action. You will join an all-star team at a growing facility with a strong foundation—and significant opportunity to take the people function, leadership capability, and team-member experience to the next level.

• Own the plant HR agenda. Serve as the lead HR partner for the facility and directly influence staffing, retention, engagement, leadership capability, and business performance.
• Build on a strong foundation. Step into a growing operation where the fundamentals are in place and there is room to create, improve, and elevate.
• Receive close transition support. The current HR leader will remain at the facility in another capacity, providing valuable continuity, context, and hands‑on support as you step into the role.
• Join a high-caliber team. Partner with an engaged plant leadership team and a collaborative broader HR team that wants to win together.
• Expand your impact across Revere. Collaborate with HR leaders across the organization, share ideas and best practices, and contribute to broader, higher‑level HR projects as capacity allows.
• Be seen and make a difference. This is a highly visible, hands‑on role with daily access to leaders and team members across the plant.

• Serve as the trusted HR partner to the General Manager and plant leadership team, translating business priorities and workforce data into practical people actions.
• Build strong, credible relationships with team members and frontline leaders through a consistent, approachable presence on the plant floor and across shifts.
• Lead employee relations, investigations, performance management, corrective action, conflict resolution, and organizational change with sound judgment and disciplined follow-through.
• Coach leaders to strengthen communication, accountability, team effectiveness, and leadership capability.
• Drive recruiting, onboarding, workforce planning, retention, internal development, succession planning, and engagement initiatives.
• Own accurate, timely plant HR operations, including employee data, attendance, timekeeping and payroll inputs, leaves, workers’ compensation coordination, and employment changes.
• Use dashboards, workforce trends, and root‑cause problem‑solving to identify risks, improve decisions, and deliver measurable results.
• Ensure fair, consistent, and compliant employment practices while balancing team‑member advocacy and business needs.
• Identify and implement improvements to HR processes, communication, service levels, and the overall team‑member experience.

• Five or more years of progressive HR experience, including employee relations, recruiting, leader coaching, performance management, and HR operations.
• Experience supporting an hourly workforce in manufacturing, distribution, or another fast‑paced operational environment.
• Confidence serving as a primary HR leader or senior HR partner and constructively challenging leaders when needed.
• Strong investigation, conflict‑resolution, decision‑making, and risk‑assessment skills.
• A track record of using workforce data to identify trends, solve problems, and improve outcomes.
• Experience building or deploying HR programs, process improvements, training, or change initiatives.
• Clear, influential communication and an exceptional ability to connect, build trust, and move people to action.
• High integrity, discretion, urgency, organization, resilience, and follow‑through.
• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred; PHR…