Human Resources Business Partner

Why This Role Is Critical

The Human Resources Business Partner (HRBP) plays a critical role in aligning people strategies with business priorities and supporting leaders in building high‑performing, engaged teams. As a trusted advisor to operational leaders, the HRBP provides guidance across workforce planning, organizational effectiveness, employee experience, coaching, performance management, and change management.

While the role is primarily focused on HR business partnership, it also includes labor relations responsibilities, supporting leaders in navigating collective bargaining agreements and maintaining positive, constructive relationships with union partners. The HRBP ensures that employees and leaders are supported with timely, accurate, and strategic HR solutions, enabling the business to remain agile, competitive, and prepared for growth.

Strategic HR Business Partnership

• Report directly to the HR Fuel Operations Manager and collaborate closely to ensure site-level HR priorities align with business unit strategy
• Serve as the primary HR advisor to operational leaders and employees
  
  Partner with leaders to enhance workforce planning, organizational design, and talent strategies
• Coach leaders on performance management, employee development, and engagement
• Guide leaders through complex HR matters including conflict resolution, accommodations, attendance management, and employee relations
• Conduct internal HR investigations and ensure fair, consistent documentation
• Support change management initiatives related to restructures, process updates, and cultural improvements
• Build strong relationships and influence outcomes through effective communication and strategic insight
• Partner with HR Centers of Excellence (Compensation, Benefits, Talent Acquisition, Learning) to deliver HR programs and enterprise-wide initiatives
• Use HR analytics to identify trends, diagnose issues, and recommend actionable solutions
• Ensure compliance with employment laws, company policies, and HR standards
• Model confidentiality, discretion, and professionalism always

Labor Relations

• Interpret and apply collective bargaining agreements when advising leaders
• Support leaders with contract-related questions, compliance matters, and risk mitigation
• Assist in grievance handling, documentation, and fact‑finding
• Participate in labor–management discussions and collaborative problem‑solving
• Build constructive relationships with union representatives and support a stable labor environment
• Provide leaders with basic contract and labor relations training
• Support in negotiations (e.g., data gathering, proposal input, or preparation)
  Represent the organization in routine grievance discussions or informal resolution meetings when needed
• Track labor‑related trends and discipline patterns to help inform decision‑making

Operational HR Support & Collaboration

• Partner with talent acquisition teams on staffing strategies and workforce planning
  
  Support onboarding, transitions, and employee lifecycle activities
• Collaborate with HR shared services and COEs to ensure effective HR service delivery
• Support HR initiatives such as engagement programs, training, development planning, and process improvements

• Bachelor’s degree in Human Resources, Business Administration, or related field (equivalent experience may be considered)
• Minimum 4 years of related experience is required
• Experience supporting leaders in a manufacturing, industrial, or similar operational environment
• Proficiency with HRIS systems and MS Office suite
• Strong business acumen and ability to translate business needs into people strategies
• Demonstrated ability to build trusted relationships and influence leaders
• Strong skills in employee relations, coaching, conflict resolution, and investigative work
• Excellent communication, time management, and organizational skills
• Proven ability to maintain confidentiality and handle sensitive information appropriately

Preferred Skills

• Experience in unionized environments
• Labor relations experience and comfort working with CBAs
• Experience supporting organizational change and transformation
• Ability to analyze HR data and communicate insights…