HR Business Partner
About The Position
The HR Business Partner serves as the primary point of contact for day-to-day employee relations and workforce support at the site level. This role owns standard employee relations cases from intake through resolution, coaches supervisors on performance management, and ensures consistent, fair application of HR policy across the operation. Reporting to the HR Manager, the HR Business Partner is a trusted resource for both operations leadership and employees. This role balances hands-on casework with proactive coaching and uses sound judgment to independently manage day-to-day workforce issues, escalating complex or high-risk matters as needed.
Requirements
- 3–5 years of HR experience with direct ER case ownership
- Demonstrated experience independently managing employee relations casework, including investigations and documentation
- Comfort coaching frontline supervisors through difficult, sometimes emotionally charged performance conversations
- Sound judgment in applying policy consistently while recognizing when a matter needs to be escalated
- Strong presence and credibility with both operations leadership and hourly employees
- Ability to manage an active caseload with competing deadlines in a fast-paced manufacturing environment
- Bachelor's degree in HR, Business, or related field, or equivalent HR experience
Nice To Haves
- Experience working within Workday or comparable HRIS platforms preferred
- PHR or SHRM-CP certification a plus
- Bilingual (Spanish) strongly preferred
- Manufacturing or industrial environment experience preferred
Responsibilities
- Own standard employee relations cases end-to-end: intake, fact-gathering, investigation, recommendation, and final documentation
- Conduct workplace investigations following the company's established framework, ensuring thoroughness, consistency, and confidentiality throughout
- Document case findings and recommendations clearly and in accordance with company standards
- Interpret and apply HR policies consistently and fairly, using judgment to identify when a situation falls outside standard precedent
- Coach supervisors through performance conversations before formal discipline is initiated, helping them frame the conversation, choose the right language, and document appropriately
- Help supervisors distinguish between performance issues, conduct issues, and situational factors, guiding them toward the appropriate response
- Partner with operations leaders on daily workforce issues, including attendance patterns, performance concerns, and engagement challenges
- Build trust and credibility with operations leadership as a go-to resource for people-related questions
- Provide site- and function-level input into workforce planning efforts, drawing on frontline knowledge of team dynamics and staffing needs
- Flag emerging workforce trends (turnover patterns, attendance issues, engagement signals) that may inform broader planning conversations
- Escalate complex, sensitive, or high-risk matters to the HR Manager promptly, with clear context and recommended next steps
- Support the HR Manager on site-level HR initiatives, projects, and process improvements
- Serve as a consistent, visible HR presence on the floor, building relationships that make early intervention possible before issues escalate
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
