HR Business Partner

Gibraltar Industries • Hastings, MI

9d • Hybrid

About The Position

We are seeking an experienced, high-performing Human Resources Business Partner who thrives in a fast-paced, multi-site manufacturing environment. This is a highly visible and hands-on role for an HR professional who can move seamlessly between coaching leaders, resolving employee relations matters, supporting workforce priorities, and ensuring employees receive fair, consistent, and responsive HR support. As the HRBP, you will serve as a trusted partner to plant and operational leaders across multiple locations. You will help leaders translate business needs into practical people solutions, strengthen leadership capability, and create an employee experience built on accountability, trust, safety, inclusion, and respect. Successful candidates will bring significant HR generalist and employee relations experience, strong business judgment, and the ability to independently support geographically dispersed locations. Experience working in a unionized environment is highly preferred. Multi-site HR support experience is required.

Requirements

• Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field.
• At least five years of progressive HR generalist or HR business partner experience, preferably supporting manufacturing, distribution, or operational environments.
• Demonstrated experience supporting multiple sites, locations, or geographically dispersed leaders and employee populations.
• Strong employee relations experience, including workplace investigations, performance management, corrective action, and conflict resolution.
• Experience supporting hourly and frontline employee populations.
• Working knowledge of employment practices, HR compliance, and the consistent application of workplace policies.
• Ability to independently prioritize competing needs and manage sensitive matters with discretion.
• Willingness and ability to travel among assigned locations based on business needs.
• Strong written and verbal communication skills, sound judgment, and the confidence to coach and appropriately challenge leaders.

Nice To Haves

• Experience supporting employees and leaders in a unionized manufacturing or industrial environment.
• Working knowledge of collective bargaining agreements, grievance processes, contract interpretation, and labor-management relationships.
• Experience partnering with plant managers and operations leaders in a multi-shift environment.
• Professional HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP.
• Experience using HR systems and workforce data to identify trends and guide business decisions.

Responsibilities

• Serve as the primary HR partner for assigned manufacturing locations and operational leaders.
• Develop strong, credible relationships with plant leadership, frontline supervisors, and employees.
• Understand the operational needs and workforce dynamics of each location and translate them into practical HR solutions.
• Coach leaders on performance management, employee relations, organizational effectiveness, talent decisions, and effective people leadership.
• Provide leaders with direct, thoughtful, and solutions-oriented guidance while reinforcing accountability and consistent people practices.
• Manage employee relations matters, including attendance, performance concerns, workplace conduct, disciplinary actions, and employee complaints.
• Conduct timely, thorough, objective, and well-documented workplace investigations.
• Partner with leaders to ensure employee concerns are addressed fairly, consistently, and in accordance with company policies and applicable requirements.
• Support labor relations activities at unionized locations, including contract interpretation, grievance management, leader guidance, and partnership with regional HR and legal resources.
• Identify and appropriately escalate complex, sensitive, or higher-risk employee and labor relations matters.
• Maintain accurate, timely, and legally sound documentation.
• Provide consistent HR support across assigned sites while recognizing the operational needs and workforce characteristics of each location.
• Establish a visible and accessible HR presence with leaders and employees, both on-site and remotely.
• Balance priorities across locations and respond effectively to changing operational and employee needs.
• Travel between assigned sites as necessary to build relationships, address workforce matters, and support leaders.
• Help create consistency across locations while allowing for appropriate local execution.
• Partner with leaders and HR Operations on workforce planning, staffing needs, compensation actions, performance cycles, talent reviews, and training deployment.
• Monitor workforce indicators such as turnover, attendance, vacancies, employee relations trends, and performance concerns.
• Use workforce data and operational insight to identify risks, recommend actions, and improve employee retention and organizational effectiveness.
• Support organizational changes, workforce transitions, and other business initiatives with thoughtful planning and clear communication.
• Help leaders recognize, develop, and retain high-performing employees.
• Champion a workplace where employees feel valued, respected, included, and accountable for results.
• Support employee engagement initiatives and partner with leaders to develop meaningful action plans based on employee feedback.
• Promote positive employee experiences through visible, responsive, and solutions-focused HR partnership.
• Encourage open communication and help leaders address concerns before they become larger organizational issues.
• Model sound judgment, integrity, consistency, and respect in every interaction.
• Promote the consistent application of HR policies, programs, and employment practices across assigned locations.
• Help leaders understand not only what a policy requires, but how to apply it fairly and effectively.
• Partner with internal resources on accommodations, leaves, benefits enrollment, workers’ compensation, safety-related matters, and other employee needs.
• Collaborate with HR Operations and Centers of Excellence to deliver enterprise HR programs effectively.
• Identify recurring workforce or policy issues and recommend opportunities to improve processes, communication, and leader capability.

Benefits

• This is an opportunity to influence the employee experience across multiple manufacturing locations while partnering closely with leaders who are responsible for delivering meaningful operational results.
• You will have the ability to strengthen leadership practices, shape workplace culture, and make a visible impact on employees, teams, and the business.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level