HR Business Partner

JM Huber Corporation•Hanover, PA

1d•Onsite

About The Position

The HR Business Partner provides thought partnership and hands-on support to stakeholders across employee and labor relations, performance management, talent management, coaching, training and development, compensation and benefits administration, and HR compliance. Besides the Operations and Commercial employees in US, this position also provide HR leadership for employees in Canada, Mexico, Colombia, and other Latin American countries, including oversight of contractor populations and partnership with local employment providers, payroll vendors, and legal counsel.

Requirements

Bachelor's degree in Human Resources, Business Administration, or related field.
Fluent in English and Spanish
5-7 years of progressive Human Resources experience; experience supporting multiple countries preferred.
Demonstrated experience supporting geographically dispersed workforces across North America and Latin America.
Working knowledge of U.S., Canadian, and Latin American employment practices; ability to coordinate with local legal counsel and external HR providers.
Experience supporting contractor populations and third-party employment arrangements.
Strong business partnership, coaching, and influencing skills with leaders at all organizational levels.
Experience leading organizational change, talent management, succession planning, and employee engagement initiatives.
Strong knowledge of compensation, benefits, leave management, employee relations, and performance management.
Experience working in a multi-site, multi-country, or global organization.
Proficiency with HRIS platforms (SuccessFactors and UKG/UltiPro preferred) and Microsoft Office.
Excellent analytical, organizational, communication, and problem-solving skills.
Ability to exercise sound judgment, maintain confidentiality, and make independent decisions.
Ability to travel domestically and internationally, including periodic travel to Canada and Latin America.

Responsibilities

Serve as the primary Human Resources Business Partner for operations across the United States, Canada, and Latin America, providing strategic and operational HR support to business leaders.
Partner with leaders to drive organizational effectiveness by addressing employee and labor relations, performance management, talent development, succession planning, workforce planning, employee engagement, and change management.
Ensure compliance with federal, state, provincial, and country-specific employment laws and company policies by conducting investigations, resolving employee relations matters, managing disciplinary actions, coordinating HR audits, and partnering with internal and external legal counsel as needed.
Lead recruitment and onboarding activities for assigned locations, partnering with Talent Acquisition to support workforce planning, requisitions, interviewing, hiring, relocation, immigration, and successful employee integration.
Assess organizational capabilities and implement initiatives that strengthen talent through coaching, leadership development, cross-training, reskilling, and employee engagement programs.
Support organizational design and continuous improvement initiatives by analyzing business processes, workforce needs, and organizational structures to enhance operational effectiveness.
Administer compensation and rewards programs by conducting market and internal equity analyses, supporting hiring, promotions, reorganizations, merit planning, and incentive programs in partnership with the Compensation Center of Excellence.
Partner with Corporate Centers of Excellence—including Talent Acquisition, Compensation, Learning & Development, Benefits, HRIS, Payroll, and Legal—to ensure consistent execution of enterprise HR programs while meeting regional business needs.
Oversee HR operations by managing HRIS and payroll transactions, supporting employee benefits administration, maintaining data integrity, coordinating HR communications, and ensuring timely and accurate processing of HR activities.
Develop and analyze workforce metrics and dashboards, using HR analytics (e.g., turnover, absenteeism, time-to-fill, engagement) to provide insights and support data-driven business decisions.