HR Business Partner III

• Partner with the Director of HR and plant leaders to connect workforce priorities with production forecasts, staffing models, operational plans, and business goals
• Collaborate with HR, Operations, and Finance on headcount planning, overtime, attendance, workforce utilization, hiring targets, and labor-cost opportunities
• Support employees and leaders across all shifts, conduct complex investigations, and coach managers through attendance concerns, performance improvement plans, corrective actions, and disciplinary processes
• Coach plant managers, supervisors, and frontline leaders and support training in employment law, performance management, employee relations, accountability, and people leadership
• Identify critical manufacturing positions, support succession planning, and develop high-potential employees and internal talent
• Identify development needs, coordinate training and tuition reimbursement, manage external partners, maintain online learning content, and facilitate relevant programs
• Partner with leaders and recruiting resources to support hiring goals, retention, engagement, performance, and development practices
• Partner with EHS to reinforce safety culture and support OSHA awareness, workers’ compensation, return-to-work programs, and employment and wage-and-hour compliance
• Support restructuring, technology and automation implementations, site expansions, consolidations, workforce reductions, and culture initiatives
• Support and collaborate with the five-person site HR team across all shifts
• Review market data, job responsibilities, and organizational needs to recommend pay decisions, job evaluations, and workforce structure
• Drive initiatives and report progress related to turnover, hiring, absenteeism, engagement, internal promotions, compliance, safety, and labor costs

• 10+ years of progressive HR experience, including at least 2 years in an HR Business Partner or strategic HR generalist capacity
• Strong experience in employee relations, performance management, employee engagement, learning and development, compensation practices, training support, and workforce planning
• Understanding of U.S. and regional employment law and ability to apply HR policies with consistency, fairness, discretion, and sound judgment
• Ability to build credibility with leaders and employees through listening, clear communication, follow-through, empathy, and accountability
• Comfort supporting HR processes, coaching managers, and helping teams strengthen goals, feedback, engagement, and development practices
• Effective verbal and written communication skills, including presenting sensitive, complex, or business-critical information to employees and leaders at all levels
• Strong knowledge of US and regional employment law, compensation, training, and workforce planning;
  Mexico, Canada or California expertise a plus
• Bachelor’s degree in Human Resources, Business Administration, or a related field is preferred; relevant HR experience may be considered in place of a degree
• Proficiency with Microsoft Office applications and ability to learn and use HRIS, applicant-tracking, learning-management, and reporting systems
• Primarily office-based work with occasional production-floor and lab settings
• Availability for approximately 20% travel based on business needs
• Must be authorized to work for any employer in the U.S.; employment visa sponsorship is unavailable

Demonstrates extensive HR expertise with a focus on employee relations, performance management, and workforce planning. Proven ability to partner with leadership to drive engagement, compliance, and development initiatives across diverse teams.

• 10+ Years HR Experience
• Employee Relations
• Performance Management
• U.S. Employment Law Knowledge
• HRIS Proficiency

• Workforce Planning
• Compensation Practices
• Learning and Development
• Training Support
• Attendance Management
• Succession Planning
• Corrective Actions
• Disciplinary Processes
• Safety Compliance
• Labor Cost Management

• Clear Communication
• Empathy
• Accountability
• Coaching
• Listening

• Employee Engagement
• Performance Improvement Plans
• OSHA Awareness
• Workers' Compensation
• Return-to-Work Programs

• Microsoft Office
• HRIS
• Applicant-Tracking Systems
• Learning-Management Systems
• Reporting Systems