HR Business Partner

As a HR Business Partner (HRBP), you will provide effective HR operational services and advice to functional leaders and staff to support the delivery of organizational objectives. The HRB is competent across various HR areas such as performance management, talent development, HRIS analytics, and employee relations. This role actively behaves as an employee champion, leadership coach, business partner, and change agent.

She/he works closely with leaders and employees to improve working relationships, promote employee engagement, build morale, increase productivity, and recommend actions that drive retention. The role includes skilled input into a broad range of HR policy work, developing and implementing training programs, managing varied employee relations cases, and ensuring that HR data and reporting is fit for informed decision making.

This role requires a combination of strong HR knowledge, business acumen, attention-to-detail, and excellent interpersonal skills.

• Collaborate with key stakeholders to understand the company's business objectives and recommend actions that support the achievement of these goals.
• Provide direct site HR leadership.
• Serve as a trusted advisor to managers and employees, provide guidance on a wide range of HR matters including retention and engagement opportunities, conflict resolution, training, and coaching opportunities.
• Play a key role in identifying talent needs, developing thorough position descriptions, and take a lead role in the overall talent acquisition and onboarding of new team members.
• Coach and train leaders and employees using the performance management processes, including goal setting, performance evaluations, and individual development plans.
• Identify opportunities for enhancing organizational effectiveness and employee development and collaborate with managers to implement relevant programs and initiatives.
• Develop and support initiatives that foster a positive and inclusive work culture, including employee recognition programs, team-building activities, and employee feedback mechanisms.
• Provide guidance with compensation strategies, salary benchmarking, and benefits administration, ensuring compliance with legal and regulatory requirements.
• Recommend, develop, and implement HR policies and procedures in accordance with relevant labor laws, industry best practices, and company values.
• Track and analyze various HR data to identify trends, make data-driven recommendations, and prepare regular reports for leadership.
• Proactively lead and/or participates in platform-wide HR projects and initiatives, such as policy reviews, diversity and inclusion programs, and change management initiatives.
• Helps support acquisition due diligence and integration activities.

• Bachelor’s degree in human resources, business administration, or a related field.
• At least 3-5 years’ proven experience as an HR Generalist in manufacturing or distribution industry.
• Strong business acumen and ability to align HR strategies with organizational goals.
• Professional certification in HR (e.g., SHRM-CP, PHR) is a plus.

Equal Opportunity Employer

This employer is required to notify all applicants of their rights pursuant to federal employment laws.

For further information, please review the Know Your Rights notice from the Department of Labor.

As a HR Business Partner (HRBP), you will provide effective HR operational services and advice to functional leaders and staff to support the delivery of organizational objectives. The HRB is competent across various HR areas such as performance management, talent development, HRIS analytics, and employee relations. This role actively behaves as an employee champion, leadership coach, business partner, and change agent.

She/he works closely with leaders and employees to improve working relationships, promote employee engagement, build morale, increase productivity, and recommend actions that drive retention. The role includes skilled input into a broad range of HR policy work, developing and implementing training programs, managing varied employee relations cases, and ensuring that HR data and reporting is fit for…