HR Business Partner

HR Business Partner At Nouryon, our global team takes positive action every day, to reach higher collectively and individually. We create innovative and sustainable solutions for our customers to answer society’s needs – today and in the future. We are looking for team members who bring ideas forward, champion others and work together to do better. Does that sound like you?

• Serve as a strategic HR Business Partner to the Morris, IL plant, along with other assigned US manufacturing sites, providing full-spectrum HR expertise and advising leadership on people decisions that drive organizational effectiveness and support business strategy.
• Serve as a trusted, strategic advisor to site leadership — bringing critical thinking and sound judgment to complex, ambiguous people and business challenges.
• Own regional labor relations strategy, including full compliance with and skillful administration of the union's negotiated contract.
• Partner with the Regional Organization, Centers of Expertise, and Service Providers to ensure effective, efficient delivery of HR services to the site.
• Act as an advisor to management to ensure the facility remains in compliance with all HR, Business Ethics, and Local, State, and Federal regulations.
• Serve as strategic HR Business Partner, bringing a forward-looking, business-outcomes lens to workforce and labor strategy.
• Lead regional labor relations for the business, with direct, hands-on ownership of grievance procedures and day-to-day administration of the collective bargaining agreement at a union site.
• Serve as a lead voice in the collective bargaining process itself — preparing proposals, interpreting contract language, and advising leadership on negotiation strategy and risk.
• Coach and collaborate with manufacturing and union leadership to proactively resolve business challenges, applying strong conflict resolution skills throughout the grievance process.
• Apply critical thinking to anticipate labor relations risk, identify root causes of recurring issues, and recommend proactive solutions rather than reactive fixes.
• Develop and execute strategies for talent development, retention, and succession planning, managing multiple concurrent HR priorities.
• Advise managers on compliance with federal, state (Illinois), and local labor and employment laws.
• Manage performance management, talent management, succession planning, staffing (hiring, onboarding, terminations), and provide guidance on workforce planning and organizational capability.
• Prepare and analyze reports for leadership on turnover, new hires, resignations, training and development, and other key HR metrics — translating data into actionable strategic recommendations.
• Drive Code of Conduct compliance and facilitate employee relations training.
• Lead site-level strategic projects, including but not limited to:
  Employee engagement Cultural and organizational change Specialty Chemicals Values and Behaviors Talent management process ownership — identifying, developing, and building succession plans aligned to business strategy.

• Bachelor's degree in Human Resources, Labor Relations, Business, or a related discipline.
• Minimum 8+ years of progressive HR generalist experience, including specialist-level depth in several disciplines: labor relations, employee relations, engagement, compensation, organizational design, workforce planning, career development/training, and performance management.
• Strong, demonstrated union and labor relations background required — proven experience administering collective bargaining agreements, leading grievance processes, and participating directly in contract negotiations.
• Strong critical thinking and strategic capability — able to see beyond day-to-day HR…