HR Business Partner, Manufacturing

Georg Fischer•Little Rock, AR

12d•Onsite

About The Position

GF Industry and Infrastructure Flow Solutions, a division of GF, is the world's leading supplier of piping systems. We enable the safe and sustainable transport of fluids. Our business is driven by industry-leading sustainability levels, innovation through digital solutions and investment in a culture based on performance, learning and caring. If you're passionate about technology, sustainability, and global collaboration — you’ll feel right at home with us. The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management across manufacturing plants. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP will foster a positive and productive work environment, responsible for all aspects of the employee lifecycle, ensure compliance, and champion talent development, employee engagement, and effective labor relations directly on the production floor. This position requires strong business acumen, a proactive approach to problem-solving, and an unwavering commitment to ethical practice and continuous improvement.

Requirements

Excellent verbal and written communication skills.
Excellent interpersonal and customer service skills.
Excellent organizational skills and attention to detail.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Proficient with Microsoft Office Suite or related software.
Experience in high-volume recruiting for manufacturing, utilities, or construction industries.
Familiarity with HR analytics and reporting tools to track hiring success and improve recruitment strategies.
Ability to work in a fast-paced, high-demand hiring environment.
Bachelor’s degree in human resource management, business administration or related field required.
Minimum of 8 years of experience resolving complex employee relations issues.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment.

Responsibilities

Acts as the senior HR professional on site with responsibility to implement and enforce company HR policies, procedures, workflows, and systems.
In alignment with the Industrial Group America’s HR Director and Global Operations HR lead, supports the local organization by acting as the site representative for local, regional, and global HR initiatives and topics.
Supports the recruitment and selection process for key management and leadership positions.
Analyzes trends and metrics in partnership with the HR team to develop solutions, programs, and policies.
Manages and resolves complex employee relations issues.
Conducts effective, thorough, and objective investigations.
May take on assignments, projects and other HR-related responsibilities that are directly related to the HR function as required.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Partners with the legal department as needed/required.
Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provides HR policy guidance and interpretation.
Provides guidance and input on workforce planning.
Identifies training needs for business units and individual executive coaching needs.
Participate in evaluation and monitoring of training programs to ensure success.
Follows up ensure training objectives are met.
Provide HR administrative support, including maintaining employment records related to events such as hiring, termination, leaves, transfers, or promotions.
Performs other related duties as assigned.