HR Business Partner

thyssenkrupp Materials NA•Acworth, GA

4d•$80,000 - $85,000•Onsite

About The Position

The Human Resources Business Partner will be responsible for aligning business objectives with HR strategy, overseeing all activities as it relates to thyssenkrupp Human Resources. This position is responsible for executing all aspects of HR for multiple sites, including employee relations, investigations, performance management, compensation, and policy enforcement. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition. HR Business Partner Location: Onsite – Acworth, GA Additional Support: Wallingford, CT and a new location opening in the future Travel: Up to 25% Salary Range: $80,000 – $85,000 plus annual bonus incentive Position Summary The HR Business Partner (HRBP) serves as a trusted advisor to business leaders and employees, aligning human resources strategies with operational and business objectives. This role will be based onsite in Acworth, GA, with responsibility for supporting Wallingford, CT and an additional site opening in future. The HRBP plays a critical role in driving business performance through people-focused solutions, ensuring compliance, fostering a positive employee experience, and supporting thyssenkrupp’s culture, DEI priorities, and safety focus.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field
Minimum of 4 years of progressive Human Resources experience
Extensive knowledge of federal, state, and local employment laws and regulations
Demonstrated experience creating, implementing, and maintaining HR policies and procedures
Working knowledge across multiple HR disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, and performance management
Strong problem-solving skills with the ability to navigate complex and sensitive issues
Proven experience managing multiple projects and competing priorities effectively
Excellent organizational and time management skills with strong attention to detail
Strong interpersonal, communication, presentation, and written communication skills
Demonstrated ability to effectively partner with and influence leaders and employees at all levels of the organization

Nice To Haves

Prior experience managing HR direct reports
SAP experience
Experience working with compensation systems
SHRM-CP, SHRM-SCP, PHR, or SPHR certification strongly preferred

Responsibilities

Analyze workforce trends and HR metrics to develop and implement effective solutions, programs, and applicable policies
Design, implement, and leverage integrated people strategies based on a holistic understanding of a diverse workforce to attract, develop, and retain top talent
Lead HR activities related to business growth, organizational changes, and site expansions or relocations
Conduct regular meetings with business leaders to review financials, key business updates, and workforce priorities; provide employee-related KPIs and strategic HR guidance
Partner with business leaders on policy training, compliance, and implementation of new and revised policies, ensuring organizational objectives are met
Manage and resolve employee relations issues; conduct thorough, objective, and compliant investigations in collaboration with Employee Relations Specialists
Partner with leadership on compensation-related discussions and recommendations for their respective teams
Ensure thyssenkrupp’s Diversity, Equity, and Inclusion (DEI) priorities remain a key focus across supported business units
Ensure compliance with and active support of thyssenkrupp’s safety-focused culture and initiatives
Partner closely with the recruiting team to deliver a positive and effective new hire experience
Ensure consistent and compliant onboarding and offboarding processes
Provide guidance and input on business unit restructures, workforce planning, and succession planning initiatives
Partner with leaders on performance management processes and employee development plans, including coaching, counseling, career development, corrective actions, CAPs, and PIPs
Collaborate with leadership and employees to improve working relationships, build morale, increase productivity, and improve employee retention
Perform all other duties as assigned