HR Business Partner

TIG, The Integration Group•Pontoon Beach, IL

About The Position

Position Summary: The Human Resources Business Partner (HRBP) plays a hands-on role in supporting one or more sites across the organization. Serves as an advisor and trusted partner to leaders and employees within various sites and reports directly to the VP, HR. This role is responsible for aligning business objectives with HR solutions, driving performance, culture, and employee engagement. The HRBP delivers hands-on support in areas such as recruitment, on-boarding, employee relations, performance coaching, HRIS system administration (hire, term, requisition, etc.) coaching, training, compensation and benefit administration and creating/implementing/auditing HR standard operating procedures.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field or at least 5 years of progressive HRBP experience.
At least 3 years of progressive HR experience as an HRBP or generalist supporting leaders
Knowledge of employment laws, HR best practices, and organizational behavior.
Proven ability to influence and coach leaders at all levels.
High level of professionalism, discretion, and emotional intelligence.
Strong interpersonal and communication skills; bilingual (English/Spanish) a plus
Experience in a fast-paced, manufacturing or logistics environment preferred.
HR certification (e.g., SHRM-CP, PHR) is a plus.
Ability to travel regularly to supported sites (up to 20%)
Prolonged periods of sitting at a desk and working on a computer.
This position operates in both an office and industrial/warehouse environment.
Travel between sites is required, which may involve driving and/or occasional overnight stays.
Must be able to sit or stand for extended periods and occasionally lift up to 20 pounds.
Domestic travel required, approximately 5% to 15%

Nice To Haves

Strong interpersonal and communication skills; bilingual (English/Spanish) a plus
Experience in a fast-paced, manufacturing or logistics environment preferred.
HR certification (e.g., SHRM-CP, PHR) is a plus.

Responsibilities

Serve as the primary HR point of contact for assigned business units across one or more locations.
Support HR project initiatives by coordinating tasks, gathering data, and assisting with the implementation of new processes, tools, and policies.
Build strong on-site HR presence through regular floor walks, supervisor coaching, and hands-on support to improve culture, communication, and trust at the ground level.
Assist with HR system enhancements, such as Paylocity modules, onboarding tools, and digital HR solutions, to drive innovation and improve day-to-day operations.
Partner with leaders to understand business goals and provide strategic HR support that drives results.
Manages day-to-day recruitment activities for assigned sites, including sourcing candidates, conducting initial phone screens, and coordinating interviews to fill hourly and salaried roles efficiently.
Assist HR components of safety initiatives, including return-to-work programs, training documentation, and safety communication strategies at the site level.
Assist department in communicating and implementing various human resource programs and procedures for employees. Review current systems and processes to increase efficiency within Human Resources.
Assist department in communicating and implementing various human resource programs and procedures for employees. Review current systems and processes to increase efficiency within Human Resources.
Lead and support employee relations matters including coaching, conflict resolution, and investigations.
Advise managers on performance management practices and support the annual review and merit increase process.
Analyze engagement themes across sites and collaborate with leaders to build action plans that enhance teamwork, communication, and accountability.
Collaborate with hiring managers to align recruitment efforts with department needs and provide input on hiring strategies.
Partner with payroll and benefits specialist to resolve employee questions or issues.
Use data and analytics to provide insights and inform decision-making.
Drive communication and change management plans for HR initiatives.