HR Business Partner

COMPANY

DESCRIPTION:

Nikon SLM Solutions is a leading provider of metal-based additive manufacturing technology, commonly known as 3D printing, using selective laser melting and pow-der bed fusion technology. Our advanced systems are designed to create parts directly from a variety of metal powders, serving industries such as aerospace, healthcare, and automotive. With a global team of over 600 employees, we are at the forefront of innovation in the additive manufacturing sector.

Nikon SLM Solutions is seeking an experienced and highly engaged HR Business Partner (HRBP) to support our growing U.S. organization. The HRBP will serve as a trusted advisor to managers and employees, partnering with leadership to develop and execute people strategies that support business objectives while maintaining a positive, productive, and compliant work environment.

This position will have a strong presence across all departments and will work closely with managers to address employee relations, performance management, talent development, organizational effectiveness, and employee engagement.

The ideal candidate is a hands‑on HR professional who can operate strategically while also being comfortable working directly with employees and managers to resolve day‑to‑day workplace challenges. The successful candidate will bring strong business judgment, knowledge of U.S. employment practices, excellent communication skills, and the ability to build credibility across all levels of the organization.

Serve as a trusted HR advisor and strategic partner to managers and leadership across assigned business functions.

Develop a strong understanding of the organization’s business, workforce, operational objectives.

Partner with leaders to translate business objectives into effective people strategies and HR initiatives.

Provide guidance and coaching to managers on employee-related matters, organizational effectiveness, and people management.

Participate in leadership meetings and provide HR perspective on internal training needs, organizational structure, employee engagement, and business decisions.

Identify emerging workforce trends and proactively recommend solutions to leadership.

Manage and provide guidance on employee relations matters, including performance concerns, workplace conflicts, attendance, disciplinary actions, complaints, and other employee issues.

Coach managers on appropriate and consistent approaches to addressing employee performance and conduct.

Conduct or support workplace investigations and ensure appropriate documentation and follow‑up.

Identify potential employment‑law risks and elevate matters appropriately.

Promote a respectful, inclusive, and professional workplace culture.

Conduct exit interviews and analyze trends to identify opportunities to improve employee retention and engagement.

Partner with managers to establish clear performance expectations and accountability.

Support the annual performance review process and provide guidance to managers on effective performance feedback.

Assist managers with performance improvement plans and other corrective‑action processes.

Help establish consistent performance‑management practices across the organization.

Identify opportunities to strengthen manager capability and leadership effectiveness.

Partner with managers to identify employee development and training needs.

Support leadership development initiatives and manager training.

Help establish career‑development opportunities and employee growth plans.

Assist with succession planning and talent reviews.

Identify organizational effectiveness opportunities and recommend solutions.

Support initiatives designed to improve employee engagement, collaboration, communication, and retention.

Provide managers and employees with guidance regarding compensation, benefits, policies, and HR programs.

Partner with HR leadership and external vendors on compensation and benefits initiatives.

Support payroll, timekeeping, leave administration,…