HR Business Partner
Job description
HR Administration & Employee Relations
- Maintain in-depth knowledge of employment laws and regulations, ensuring compliance and reducing legal risks in day-to-day employee management.
- Own the employee handbook to ensure it reflects current laws, policies, and company practices. Prepare updates as propose improvements to HR leadership.
- Ensure HR policies and procedures are applied in alignment with company culture and legal requirements.
- Serve as a trusted coach and counselor for employees performance management, benefits, and leave programs.
- Manage employee relations and compliance matters, providing guidance and resolutions; escalate highly complex cases to the HR Director as needed.
Training & Engagement
- Organizationally maintain the train-the-trainer program; coordinate new training programs and ensure all employees have successfully completed training.
- Partner with the Quality Manager and Environmental, Health & Safety Manager to ensure all mandatory training is completed.
- Lead initiatives that foster company TOP values across the workforce.
- Partner with HR leadership to design leadership development initiatives tailored for front-line and mid-level leaders.
Recruitment & Talent Acquisition
- Develop recruitment advertising and employer branding strategies through multiple channels (agencies, schools, community organizations, career fairs).
- Serve as the primary point of contact for all recruitment-related activities, including coordination with hiring managers, staffing agencies, and candidates.
- Build expertise in talent acquisition by staying current with recruitment trends and best practices.
- Ensure consistent, professional, and timely communication with all stakeholders throughout the hiring process.
- Partner with HR leadership to implement workforce planning strategies and proactive talent pipelines for critical roles.
- Lead succession planning for hourly and frontline leaders.
Onboarding & Integration
- Lead new hire orientation for employees and contractors, ensuring an engaging and informative onboarding experience.
- Coordinate with hiring managers to roll out structured 30/60/90-day templates and introduction schedules.
- Monitor onboarding effectiveness and recommend improvements to increase new hire engagement and retention.
- Oversee contractor onboarding compliance to ensure all non-employees meet legal and company standards.
Profile
Qualifications
- Bachelor’s degree in Human Resources, Business Administration, or related field required; HR certification (PHR, SHRM-CP) preferred.
- 3-5 years of progressive HR experience, with demonstrated expertise in employee relations, training, and recruitment.
- Strong working knowledge of federal and state employment laws and compliance requirements.
- Proven ability to manage sensitive and complex employee relations cases.
- Experience in a manufacturing or multi-shift environment strongly preferred.
- Excellent communication, facilitation, and coaching skills.
- Strong organizational and project management skills with the ability to work independently and manage multiple priorities.
- Proficiency with HRIS systems, payroll/timekeeping systems, and Microsoft Office Suite.
Competencies
- Strategic Partner – Aligns HR initiatives with business goals and supports leadership in achieving organizational objectives.
- Ownership & Accountability – Acts autonomously and takes responsibility for outcomes across HR functions.
- Coaching & Influence – Builds trust and credibility as a coach, counselor, and advisor.
- Analytical Thinking – Uses data and insights to guide HR decisions and workforce improvements.
- Collaboration – Works effectively across teams and with external stakeholders.
- Engagement Driver – Fosters a culture of retention, inclusion, and employee satisfaction.
Offer
To be determined.
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