HR Business Partner

TTM Technologies•Santa Ana, CA

2d•$56,538 - $89,366•Onsite

About The Position

The HR Business Partner supports Human Resources needs for direct labor employees at TTM Technologies’ Santa Ana location. This full-time, onsite role partners with operations Supervisors to promote a positive employment experience, strengthen employee relations, and support engagement, retention, and morale. The position provides coaching and consultation on employment matters, supports recruiting and workforce needs, promotes employee development and recognition, and helps ensure consistent HR practices and compliance with applicable employment laws. The role also supports HR initiatives and organizational change by advising leaders on people and cultural issues, communicating and implementing HR programs, and partnering with HR leadership, Talent Acquisition, and other HR colleagues. The position leads new-hire orientation, supports payroll and timekeeping processes, and advocates for TTM’s HR Shared Services Model. The position is based onsite in Santa Ana, California. The stated compensation range is $56,538–$89,366. An annual or quarterly company bonus may apply depending on position assignment; alternative-shift positions may be eligible for a shift premium. TTM offers health and well-being benefits, with availability beginning on the first of the month following the hire date. The role must comply with TTM export-control policies and applicable laws, including ITAR, EAR, and OFAC requirements.

Requirements

Bachelor’s degree in Human Resources Management or equivalent experience.
Three to five years supporting the full spectrum of HR disciplines.
Strong experience in employee relations and investigations, with the ability to maintain confidentiality and professionalism.
Knowledge of HR best practices and U.S. and California employment laws and their implications for HR management.
Ability to build and maintain relationships with employees and supervisors; excellent interpersonal skills.
Ability to influence others and drive behavioral changes where appropriate.
Excellent verbal and written communication skills, including communication with all levels throughout the site.
Problem-solving skills, including the ability to research and exercise judgment on basic problems.
Ability to make decisions on routine employee-related matters.
High integrity and respect for confidential and sensitive information.
Team-oriented approach and ability to collaborate.
Ability to comply with export-control policies and applicable laws, including ITAR, EAR, and OFAC requirements.

Nice To Haves

Professional certification from HRCI or SHRM.
Experience partnering with Talent Acquisition in a supporting or leading recruitment capacity.
Experience in a high-growth manufacturing environment, particularly supporting direct-labor employees.
Aerospace and Defense industry experience.
Experience working in a matrixed environment and partnering with HR Centers of Excellence.

Responsibilities

Build relationships with business partners, particularly operations Supervisors, and provide coaching, guidance, and consultation on full-cycle employment matters.
Identify training opportunities to strengthen leadership capabilities across the facility.
Partner with Supervisors on employee-relations and disciplinary matters; conduct investigations, determine outcomes based on investigation facts, and guide appropriate disciplinary actions. Consult local HR leadership on complex matters as needed.
Implement engagement programs and practices with Supervisors to improve direct-labor employee morale and retention.
Analyze trends and metrics with the HR Manager and business partners to develop business solutions and track progress.
Work with hiring managers and corporate Talent Acquisition to identify direct-labor staffing needs, develop recruitment strategies, and fill vacancies in a timely manner; guide hiring managers through recruitment as needed.
Process job requisitions and new-hire offers through Workday.
Support bi-weekly payroll audits and reinforce accurate use of the time-and-attendance system, including employee time recording and supervisor approvals, through training and accountability.
Help Supervisors identify employees ready for development and provide career-development tools and guidance.
Promote recognition and rewards programs, communicate and execute established programs, and track usage and impact.
Lead new-hire orientation and support Sterling to provide a welcoming experience; review essential policies, benefits, and local information.
Advocate for the HR Shared Services Model by supporting local training and encouraging use of the ticketing system for tactical HR questions and support needs.
Ensure compliance with applicable state and federal employment legislation.
Perform other duties as assigned.
Comply with TTM export-control policies and applicable laws, including ITAR, EAR, and OFAC requirements, including facility access, visitor authorization, shipment, and vendor-approval procedures.

Benefits

Medical insurance
Dental insurance
Vision insurance
401(k)
Flexible spending accounts
Health savings accounts
Accident benefits
Life insurance
Disability benefits
Paid vacation
Paid holidays
Annual or quarterly company bonus may apply based on position assignment.
Shift premium may be available for alternative-shift positions, depending on assigned shift and location.