HR Business Partner (Manufacturing)

Toyota Industries Corporation•Greenfield, IN

8h•Onsite

About The Position

The Manufacturing HR Business Partner (HRBP) is a business-minded, dynamic HR professional supporting people operations functions, including employee engagement, talent management, performance management, and employee relations in a high-performing manufacturing setting across three manufacturing sites in the surrounding Indianapolis, IN area and St. Louis, MO. This is an in-person, on-site role reporting primarily to our Greenfield, IN site and supporting our Noblesville, IN site. Occasional overnight travel may be required. This person must be results-oriented, responsive, and aligned with business strategies. The HRBP position aligns business objectives with employees and management within assigned functions.

Requirements

4+ years of Human Resources or similar discipline experience
Ability to observe strict confidentiality in all aspects of the role.
Strong knowledge of HR laws and regulations.
Proven track record of developing and implementing HR programs and initiatives that support business objectives.
Excellent communication and interpersonal skills and ability to build strong relationships with stakeholders.
Strong analytical skills and ability to use HR metrics and data to drive decision-making.
Ability to work independently and as part of a team and manage multiple priorities and deadlines.
Demonstrated ability to work with manufacturing leaders and influence decision-making.

Nice To Haves

Bachelor’s degree in human resources or related field
Experience with HRIS systems (ADP preferred)

Responsibilities

Employee Relations: investigating and resolving employee grievances and conflicts, responding to employee inquiries and issues related to HR policies and procedures, and supporting all employee leaves (FMLA, STD, LTD, etc.).
Business Leader Partnership: Support site leaders by being a sounding board, providing guidance, coaching, and collaborating with leaders on effective leadership and people management practices.
Partner with the talent acquisition team to identify organizational needs by leveraging site knowledge and interviewing prospective employees.
Manage employee onboarding by conducting new hire orientation, talent profile, survey trends, and analyzing feedback.
Manage employee offboarding: Exit interviews, providing feedback, analyzing trends, connecting with managers and TA on replacements.
Talent Development: Support the performance management process, including goal setting, performance evaluations, and career development planning.
HR Metrics, analyze + plan: Use annual employee engagement survey data to formulate an action plan executed throughout the fiscal year and track exit trends to identify weaknesses or threats to our ongoing retention efforts.
Front Line Leader Training – the ability to partner with Learning and Development to conduct training for first-time managers and assist in role-play scenarios and high potentials.
HR policy and procedure compliance: Ensuring HR policies and procedures are followed, applied, and understood consistently across the organization and frequently keep up with emerging trends and legislation.
Develop and implement HR programs and initiatives to support employee engagement, retention, employee success programs, and development.
Performs other duties as needed.