HR Business Partner

For over 50 years, Banner Engineering has been at the forefront of industrial automation. We offer products and solutions including award-winning sensors, wireless solutions, machine safety, indication and LED lighting. From Fortune 500 leaders to innovative startups, Banner's award-winning products and solutions are helping companies around the world increase efficiency, reduce costs, safeguard equipment, and protect personnel.

Our commitment to innovation shows through a continuous, market-driven evolution of products and technology.

With engineers employed in nearly every major department, engineering is in our DNA.

Banner is a rapidly growing company that offers many personal development opportunities, an excellent benefits package, and a collaborative team of employees who are passionate about what they do.

Banner Engineering is committed to offering competitive pay and benefits, including, but not limited to:

• 401(k) with match
• Student Loan 401(k) match program
• Medical, Dental, and Vision Insurance Plans
• HSA (Health Savings Account) with company contribution
• Paid Time Off (PTO)
• Sales and Profit Sharing Eligibility
• Life Insurance
• Pet Insurance

Base Pay Range: $82,245.00 - $115,000

The estimated range is the budgeted amount for this position. Final offers are based on various factors, including skill set, experience, location, qualifications and other job-related reasons.

The HR Business Partner plays a key role in aligning HR strategies with business objectives across our Operations organization. This position partners closely with leaders and the HR team to support organizational effectiveness, workforce planning, leadership development, employee engagement, retention, and overall business performance.

Operating at both a strategic and hands‑on level, the HR Business Partner is expected to be visible and engaged in the business, build strong relationships with employees and leaders, identify needs and opportunities proactively, and help drive issues through resolution. This role supports a broad Operations environment that includes manufacturing, warehouse/distribution, Quality, Engineering, and other Operations functions.

This position reports to the Director of Human Resources, Operations.

According to the FLSA (Fair Labor Standards Act), this position is classified as:

Exempt, based on the Professional/ Exemption

This is a great opportunity for someone who enjoys being close to the business, building strong relationships, solving problems, and making a meaningful impact across Operations.

• Serve as a strategic advisor and primary HR partner for assigned Operations functions, including manufacturing, warehouse/distribution, Quality, Engineering, and other Operations teams.
• Build strong relationships throughout the business by maintaining a visible, approachable, and accessible HR presence for employees and leaders.
• Collaborate with leaders to understand business priorities, workforce needs, organizational challenges, and employee concerns, and align HR strategies with business goals.
• Partner with leaders on workforce planning activities such as headcount planning, staffing needs, organizational structure, forecasting, and talent pipeline development.
• Use HR metrics, employee feedback, turnover, attendance, retention, stay interviews, and other workforce information to identify trends and recommend actions.
• Provide guidance and coaching to managers on employee relations, performance management, talent development, recognition, retention, communication, and conflict resolution.
• Coach leaders to take appropriate ownership of employee performance, attendance, conduct, and other people‑related issues while providing HR guidance and support.
• Manage and support employee relations matters, investigations, corrective action, performance management, accommodations, and other sensitive HR activities.
• Ensure thorough and timely documentation of employee relations matters, investigations, performance management, and other HR activities.
• Identify issues and opportunities proactively and remain engaged through resolution, including following up with leaders, challenging when appropriate, and escalating concerns when additional support is needed.
• Participate in plant leadership meetings, operational meetings, and other business rhythms to maintain strong visibility into business needs and emerging issues.
• Partner with Recruiting and Operations leaders to understand staffing…