The Human Resources Business Partner (HRBP) serves as a key member of the Human Resources team, partnering with site leadership and employees to provide hands-on HR support in a dynamic, fast-paced industrial manufacturing environment. Reporting to the HR Manager, this role supports day-to-day HR operations while also contributing to strategic initiatives that drive employee engagement, operational excellence, and compliance with employment laws and company policies.
The HRBP is responsible for employee relations, hourly and salaried recruiting, onboarding, benefits administration, compliance reporting, and HR communications. This role requires a high level of professionalism, integrity, and confidentiality, with the ability to build trust and credibility across all levels of the organization.

QUALIFICATIONS:

• Bachelor’s degree in Human Resources, Business, Organizational Communications, or a related field required.
• Minimum of 3 years of progressive Human Resources experience, including employee relations; experience in a manufacturing or industrial setting strongly preferred.
• Professional in Human Resources (PHR) or similar HR certification preferred.
• Strong knowledge of HR policies, procedures, and employment/labor laws at both state and federal levels.
• Demonstrated experience in employee relations, conflict resolution, and handling complex personnel matters with sound judgment and confidentiality.
• Proven ability to analyze and resolve complex business and employee challenges in a timely and effective manner.
• Excellent communication skills—verbal, written, and interpersonal—with strong presentation and facilitation abilities.
• High level of initiative, professionalism, trustworthiness, and approachability; committed to ethical HR practices.
• Exceptional organizational and time management skills with strong attention to detail and follow-through.
• Ability to manage multiple priorities in a fast-paced, dynamic environment, and adapt to shifting business needs.
• Proficiency in Microsoft Office (Word, Excel, Outlook, Smartsheet) and experience with HRIS systems such as Oracle HCM and Oracle Time & Labor (OTL).

(THIS WILL DESCRIBE THE OVERALL CORE RESPONSIBILITIES OF THE ROLE, DECISION MAKING RESPONSIBILITIES ETC.)

• Serve as a strategic and daily HR partner to Supervisors and associates, fostering strong communication, engagement, and a positive, union-free workplace culture.
• Coordinate and support full-cycle recruiting for hourly and salaried positions, including applicant tracking, interviewing, onboarding, and retention strategies.
• Educate on employee benefits programs , including health, dental, vision, 401(k), and leave management, while resolving associate issues.
• Conduct new hire orientations on company policies, benefits, and union-free philosophy to support successful integration and engagement.
• Manage and maintain HR systems (HRIS, Oracle, Taleo, etc…) and ensure accurate documentation of employee records and handbooks.
• Prepare and submit compliance reports , including EEO-1, VETS-100, and Affirmative Action Plans, ensuring adherence to legal and company standards.
• Advise and support Supervisors on employee relations issues, performance management, disciplinary actions, and conflict resolution.
• Conduct confidential investigations , gather and analyze information, and implement resolutions in alignment with policies and best practices.
• Analyze HR data and metrics , provide reports to the HR Manager, and make recommendations to support workforce planning and process improvement.
• Promote associate engagement , morale, and feedback through regular visibility, relationship-building, and planning and participation in company events. Foster a positive workplace culture, supporting proactive employee relations and open communication between employees and management.
• Act as a visible HR presence on the production floor and maintain open lines of communication with associates.
• Lead or participate in committees and special projects , supporting initiatives that align with company values and business goals.
• Manage hourly employee performance reviews , salary changes, transfers, and related documentation to ensure consistent administration.
• Ensure compliance with federal, state, and local employment laws , as well as internal policies and procedures.
• Provide leadership and continuity in the HR function.
• Willingness to assist with various tasks and projects as circumstances required.