HR Business Partner

Job Description:

The Human Resources Business Partner is responsible for partnering with business leaders and employees to support workforce effectiveness, employee engagement, talent management, and organizational performance. This role contributes to organizational objectives by providing strategic and operational Human Resources support, resolving employee relations matters, analyzing workforce trends, and implementing Human Resources programs aligned with business needs. The position serves as a trusted advisor to assigned business units and collaborates with leaders to enhance employee performance, organizational effectiveness, and workforce planning initiatives.

This role functions independently in supporting Human Resources activities and serves as an experienced resource within the Human Resources Business Partner team.

Primary Duties:

Partner with managers and business leaders to align Human Resources strategies and initiatives with operational and business objectives.

Provide guidance and consultation regarding employee relations, performance management, workforce planning, engagement, retention, and organizational effectiveness.

Analyze workforce metrics, trends, turnover, attendance, staffing levels, and employee data to identify risks and recommend solutions.

Manage and resolve employee relations issues by conducting investigations, reviewing documentation, and recommending appropriate actions in accordance with company policies and employment laws.

Coach managers and supervisors on employee performance issues, corrective actions, conflict resolution, employee development, and workplace concerns.

Support talent planning initiatives including succession planning, workforce development, organizational design, and employee retention strategies.

Collaborate with Talent Acquisition, Compensation, Benefits, Payroll, Employee Relations, and Learning and Development teams to support business requirements.

Assist business leaders with organizational changes, departmental restructuring, workforce planning, and change management initiatives.

Support employee engagement initiatives, recognition programs, onboarding efforts, and culture development activities.

Ensure compliance with company policies, employment laws, and regulatory requirements.

Utilize workforce data and Human Resources analytics to support decision-making and identify opportunities for continuous improvement.

Primary Duties May Include, But Are Not Limited To:

Facilitate leadership development and employee training initiatives.

Participate in policy development and Human Resources process improvement activities.

Support audits, compliance reviews, and workforce reporting requirements.

Assist with compensation reviews, workforce planning projects, and organizational effectiveness initiatives.

Mentor less experienced Human Resources team members as needed.

Performs other duties as assigned.

Job Requirements

Education and Experience Requirements:

Requires a Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, Communications, or a related discipline;4+ years of experience in Human Resources, employee relations, talent management, organizational development, workforce planning, or a related field,Or any combination of education and experience which would provide an equivalent background.

Preferred:

SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), Professional in Human Resources (PHR), or Senior Professional in Human Resources (SPHR).Experience supporting manufacturing, industrial, multi-site, or operational environments preferred.

Knowledge, Skills, and Abilities:

Strong knowledge of Human Resources principles, employee relations practices, and employment law.

Understanding of workforce planning, talent management, performance management, and organizational development principles.

Experience conducting employee investigations and resolving workplace concerns.

Strong analytical, problem-solving, and decision-making capabilities.

Excellent interpersonal, coaching, and relationship-building skills.

Effective written, verbal, and presentation communication skills.

Ability to interpret and apply employment laws, regulations, and company policies.

Ability to influence leaders and build credibility across all organizational levels.

Proficiency with Human Resources information systems, workforce analytics tools, and Microsoft Office applications.

Ability to manage multiple priorities in a fast-paced…