HR Business Partner I (Swing Shift)

Hyland•Sparks, NV

1d•Onsite

About The Position

The HR Business Partner I supports core HR functions by executing foundational processes, maintaining accurate HR data, and providing high-quality service to frontline employees and supervisors. This role builds baseline HR competency, ensures consistent policy application, and supports workplace engagement efforts. The position supports approximately 300–350 employees and frontline supervisors, operates under close guidance, and is responsible for routine HR tasks while influencing frontline supervisors. The focus is on accuracy, compliance, and data integrity, serving as the first point of contact for basic employee questions and HR transactions, and escalating policy interpretation or ER matters to HRBP/Sr HRBP.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field. Related fields may include Psychology, Sociology, Communications, Finance, Economics, Operations, Industrial Relations, Organizational Development, or other business or behavioral science disciplines. Or equivalent combination of experience and background
~0–2 years of HR or related experience
Strong attention to detail and organizational skills
Basic understanding of HR policies and practices

Nice To Haves

HR certification coursework (PHR or SHRM-CP in progress)
Experience using HRIS (e.g., Workday)
Manufacturing or production environment exposure

Responsibilities

Maintain employee data, update HRIS records, and ensure documentation accuracy.
Support new hire onboarding by I9 processing/renewals.
Coordinate training administration and track completions.
Process routine HR transactions such as status changes, transfers, compensation updates, and terminations in a timely and accurate manner.
Create and initiate new hire requisitions in partnership with Talent Acquisition and hiring managers.
Monitor the HR ticketing system, respond to routine inquiries, and escalate complex or sensitive matters to appropriate HR partners.
Conduct basic ER intakes and document employee concerns.
Provide employees with policy information and direct them to HR resources.
Support attendance tracking, corrective action prep, and follow-up tasks.
Participate in Gemba walks, roundtables, tool-box talks, and stand-up meetings.
Build foundational relationships with employees and supervisors by being a visible, approachable HR presence on the production floor.
Compile feedback from engagement activities and prepare summaries.
Support supervisors with communication of HR processes and updates.
Prepare basic HR data and reports to support monthly business reviews conducted by HRBPs.
Assist with gathering attendance, turnover, and training data for monthly reporting.
Provide scheduled coverage for the HR Connect Desk, serving as a first point of contact for employee and manager inquiries related to HR policies, benefits, payroll, timekeeping, leave administration, onboarding, and general HR processes; triage requests, resolve issues at point of contact where possible, and escalate complex matters as appropriate.
Ensure personnel files are accurate and compliant.
Assist with I-9 documentation and audits.
Support required reporting and compliance tracking for EHS and HR.