Sr. HR Business Partner

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Regular Full-Time Professional Lebanon, OH, US

MANE
, a 5th generation French family-owned business, is a renowned innovator in the Flavor and Fragrance industry. As sensation enthusiasts, we are dedicated to creating exceptional moments in people’s lives through timeless flavors and fragrances. Our passion, creativity, and innovation drive us to capture what moves.

We have an immediate opening for an experienced HR Business Partner at our production facility in Lebanon, OH. The HR Business Partner (HRBP) serves as a strategic and operational partner to leaders and employees in a manufacturing environment. The HR Business Partner (HRBP) translates business priorities into practical people strategies that strengthen workforce capability, employee engagement, performance, and compliance. This role provides trusted, hands-on counsel across the employee lifecycle, with primary responsibility as the center of excellence for employee relations and workplace investigations.

The HRBP leads prompt, thorough, impartial, and well-documented investigations; advises leaders on appropriate resolution and corrective action; and helps ensure consistent, respectful application of company policy and employment practices.

DUTIES AND RESPONSIBILITIES:

• Strategic HR Partnership: Partner with leadership and operational teams to understand business needs and deliver HR solutions that support business objectives. Provide guidance on organizational effectiveness, workforce planning, talent acquisition, performance management, change management, and employee engagement.
• Performance Management: Guide leaders through goal setting, performance evaluations, coaching, performance improvement plans, and management of underperformance. Help ensure performance decisions are well documented, consistent, and aligned with business needs and company practices.
• Employee Relations & Workplace Investigations: Serve as the subject-matter expert and primary point of contact for employee relations matters and workplace investigations. Receive, assess, and investigate allegations and concerns, including harassment, discrimination, retaliation, bullying, policy violations, workplace conduct, conflicts, and other employment-related issues.
• Investigation Leadership: Independently plan and conduct fair, timely, objective, and confidential investigations. Interview complainants, respondents, and witnesses; gather and evaluate relevant records and evidence; assess credibility; prepare clear investigation documentation and findings; and maintain appropriate case files and records.
• Case Resolution & Risk Mitigation: Partner with HR leadership, Legal, Security, EHS, and business leaders, as appropriate, to determine next steps and recommend proportionate, consistent corrective action. Identify themes, trends, and systemic risks; recommend preventive actions, training, policy updates, and process improvements; and follow up to support effective resolution and prevent retaliation.
• Manager
  
  Coaching:
  
  Provide practical coaching to leaders on employee relations, difficult conversations, conflict resolution, performance concerns, attendance, conduct, documentation, and application of company policies. Build leader capability to address issues early, fairly, and consistently.
• Talent & Workforce Planning: Collaborate with the Talent Acquisition team and business leaders to anticipate staffing needs and secure talent required to meet operational demands. Support workforce planning, internal mobility, succession considerations, and onboarding effectiveness.
• Learning & Development: Work with leaders to identify skill, leadership, and development needs. Partner with the Learning & Development team to recommend and support training programs that build capability, improve performance, and support career growth.
• Compliance & Policy Administration: Help ensure consistent implementation of HR policies, employment laws, health and safety requirements, and company standards. Proactively identify HR-related compliance risks within the manufacturing environment and elevate matters appropriately.
• Compensation & Benefits: Partner with the Compensation team and HR team to support implementation of compensation and benefits programs. Provide leaders with appropriate guidance on salary, incentive, and pay-practice questions in…