HR Business Partner III

Bachmann Chemical and Engineering•Torrington, CT

2d•$104,000 - $150,000•Hybrid

About The Position

Dymax, part of the Bachmann Chemical & Engineering family of brands, is a globally recognized pioneer in light-curable adhesives and curing equipment. Based in Torrington, Connecticut, Dymax offers an expansive portfolio of innovative adhesives, coatings, and maskants, supported by dispense solutions and cutting-edge UV and LED light-curing equipment. Dymax focuses on a customer-centric approach, tailoring solutions to help customers lower costs, reduce their carbon footprint, improve efficiency, and drive profitability. This customer intimacy has fueled Dymax's growth, leading to an innovative product portfolio, extraordinary employees, and a bright future. As an HR Business Partner, you will play a crucial role in Dymax's growth by partnering with leaders to align HR practices with business priorities. You will build trusted relationships, provide practical, people-centered guidance, and foster a culture where learning and development are valued.

Requirements

10+ years of progressive HR experience
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 the ability to apply HR policies with consistency, fairness, discretion, and sound judgment
Ability to build credibility with leaders and employees by listening well, communicating clearly, following through, and balancing empathy with accountability
Comfortable supporting HR processes, coaching managers, and helping teams strengthen goals, feedback, engagement, and development practices
Effective verbal and written communication skills, with the ability to clearly present 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
Proficiency with Microsoft Office applications
Ability to learn and use HRIS, applicant-tracking, learning-management, and reporting systems
Primarily office-based with comfort for occasional work in production-floor and lab settings
Availability for approximately 20% travel based on business needs
Authorized to work for any employer in the U.S.

Nice To Haves

Mexico, Canada or California expertise a plus

Responsibilities

Serve as a strategic business partner, collaborating with the Director of HR and plant leaders to align workforce priorities with production forecasts, staffing models, operational plans, and business goals.
Optimize staffing and labor costs by collaborating with HR, Operations, and Finance on headcount planning, overtime, attendance, workforce utilization, hiring targets, and labor-cost opportunities.
Provide trusted employee relations support, assisting employees and leaders across all shifts, conducting complex investigations, and coaching managers through attendance concerns, performance improvement plans, corrective actions, and disciplinary processes.
Champion leadership development by coaching plant managers, supervisors, and frontline leaders, and supporting training in employment law, performance management, employee relations, accountability, and effective people leadership.
Strengthen talent and succession planning by partnering with the Director of HR and business leaders to identify critical manufacturing positions, support succession planning, and develop high-potential employees and internal talent.
Advance learning and development by identifying development needs, coordinating training and tuition reimbursement, managing external partners, maintaining online learning content, and facilitating programs aligned with employee and operational needs.
Support talent acquisition, engagement, and retention by partnering with leaders and recruiting resources to support hiring goals, strengthen retention, improve engagement, and promote meaningful performance and development practices.
Champion safety, compliance, and employee wellbeing by partnering with EHS to reinforce a strong safety culture and support OSHA awareness, workers’ compensation, return-to-work programs, and compliance with employment and wage-and-hour laws.
Support organizational change by partnering with the Director of HR and plant leadership during restructuring, technology and automation implementations, site expansions, consolidations, workforce reductions, and culture initiatives.
Serve as a leader and role model within the HR team by supporting and collaborating with the five-person site HR team, modeling Dymax values, sharing knowledge, and helping ensure responsive and consistent HR support across all shifts.
Support fair compensation and job practices by reviewing market data, job responsibilities, and organizational needs to provide informed recommendations related to pay decisions, job evaluations, and workforce structure.
Help drive measurable results by championing initiatives designed to improve turnover, hiring, absenteeism, engagement, internal promotions, compliance, safety, and labor costs, while supporting progress reporting and follow-through.