HR Business Partner

O'Neal Manufacturing Services•Lawrence, IN

30d

About The Position

The Human Resources Business Partner (HRBP) collaborates with leaders and employees to provide strategic and operational HR support across a designated business unit or function. The HRBP partners with management to develop and implement talent strategies, workforce planning initiatives, employee relations solutions, performance management programs, and organizational effectiveness efforts that support business objectives. The role serves as a trusted advisor to leaders, helping drive employee engagement, leadership development, change management, succession planning, and a positive workplace culture while ensuring compliance with employment laws and company policies. The role provides HR consultation and support to multiple business units and plant leadership, acts as a liaison with corporate and shared services HR functions, and supports HRIS and routine administration of benefits, policies, and company programs. It leads workplace investigations and supports managers on employee relations, performance management, recruiting and workforce strategies, onboarding, training, and employee engagement. The position may lead department projects and requires occasional overnight travel as needed.

Requirements

Strong organizational and communication skills.
Proactive, takes initiative, and is self-driven.
Team-focused and customer-focused.
Proficient in MS Word and MS Outlook.
Experience with an HRIS is required.
Able to work in a high-paced environment.
3 to 5 years of experience in Human Resources, or a degree in Human Resources Management or Administration.
Conversational English.
Able to lift 20 lbs. as needed.
Able to bend, stand, climb, twist, and stoop for extended periods.
Able to perform sedentary work, including sitting for extended periods.
Able to operate standard office equipment.
Good vision of 20/30 with corrective lenses.
Able to maintain coordination of hand and finger movements to grasp and manipulate objects with precision.
Able to work in indoor and outdoor environmental conditions, including changing temperatures, loud noises, equipment vibration, moving mechanical parts, electrical current, high heat, chemicals, fumes, odors, dust, mist, gases, poor ventilation, and exposure to oils or other cutting fluids.

Responsibilities

Provide human resources consultation and support to multiple business units and plant leadership.
Use knowledge of the business to provide workforce-planning support and guidance to line managers.
Analyze trends and develop workforce plans to resolve issues and positively affect business results.
Provide tactical support to line managers across various HR functions.
Act as a liaison with corporate and shared services HR functions.
Provide instructions and communicate commonly used concepts, practices, and procedures.
May serve as a lead for department projects.
Interact routinely with employees, supervisors, and management while maintaining professionalism in face-to-face interactions.
Support HRIS functions, including monitoring employment activities, maintaining required files, processing performance appraisals and incentive pay, and updating basic employee and dependent information.
Support routine administration and presentation of employee benefit plans, company policies, and company programs.
Help managers and employees interpret and apply policies in accordance with the employee handbook, supervisor policy manual, and benefit summary plan descriptions.
Participate in training to stay current on regulations and trends in the field.
Lead workplace investigations, including interviews, review of documentation and other evidence, determining findings, and recommending corrective action.
Coach managers and supervisors on employee relations, disciplinary actions, documentation, conflict resolution, and performance improvement.
Lead and support performance management, including goal setting, evaluations, merit planning, and calibration meetings.
Partner with leadership to develop succession plans and identify gaps.
Partner with the Production Manager to identify staffing needs, develop recruiting and workforce strategies, and respond to business demand.
Oversee and continuously improve new-hire onboarding and orientation to improve employee experience and retention.
Facilitate employee training on company policies and code of conduct throughout the year.
Manage employee engagement activities.
Travel as needed to accomplish desired results; occasional overnight travel may be required.