HR Business Partner

H.B. Fuller•Michigan Center, MI

20d•$110,000 - $125,000•Hybrid

About The Position

The HR Business Partner (HRBP) supports business and workforce outcomes by aligning people strategies with operational goals across the North America region, with primary responsibility for the Michigan Center manufacturing plant. This role serves as a strategic advisor to leaders and a trusted resource for employees in a unionized manufacturing environment. The HRBP partners closely with leaders, union representatives, and HR colleagues to deliver compliant, data-informed, and people-centered solutions.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
9 or more years of progressive HR experience, including at least 7 years supporting a unionized manufacturing workforce.
Demonstrated involvement in labor relations activities, including grievance handling and collective bargaining.
Ability to advise leaders using clearly documented policies, data insights, and employment law principles.
Authorization to work in the United States with the ability to travel regionally up to 5–10%.

Nice To Haves

Master’s degree in Human Resources, Business Administration, or a related field.
Prior experience serving as an HR Business Partner supporting multiple manufacturing sites.
Experience using HR analytics, employee survey data, and workforce metrics to drive measurable improvements.
Professional HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP).

Responsibilities

Partner with site and regional leaders to implement HR strategies aligned to business objectives and operational priorities.
Serve as an advisor on employee relations matters including performance management, conflict resolution, investigations, and corrective action.
Build and maintain effective labor relationships; administer collective bargaining agreements and participate in union negotiations.
Ensure compliance with federal, state, and local employment laws, safety regulations, and union contract requirements.
Support workforce planning, organizational design, and succession planning to meet current and future talent needs.
Partner with Talent Acquisition to support recruitment strategies and effective onboarding aligned with business and diversity goals.
Analyze HR metrics (e.g., turnover, engagement, labor trends) and provide actionable recommendations to leadership.
Lead or support initiatives that improve employee engagement, retention, inclusion, and workplace culture.