HR Business Partner

Aptar•Midland, MI

2d•Onsite

About The Position

We have an exciting opportunity for an onsite Human Resources Business Partner at our Midland, MI manufacturing facility. This role partners directly with site leadership and frontline teams to align people strategies with business priorities, strengthen employee engagement, support positive employee relations, and advance strategic workforce planning. The HR Business Partner serves as a trusted advisor, culture steward, employee advocate, and change leader while ensuring HR practices are implemented consistently, compliantly, and in support of Aptar’s values and operational goals.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, or a related field required
Minimum of 8 years of progressive Human Resources experience, preferably in an HR Business Partner, HR Manager, or senior generalist role within a manufacturing, industrial, or operations-focused environment.
Demonstrated experience supporting onsite hourly and salaried workforces across multiple shifts.
Strong employee relations experience, including coaching leaders, resolving workplace concerns, conducting investigations, supporting corrective action, and ensuring consistent policy application.
Experience leading or supporting employee engagement, retention, communication, culture, and change management initiatives.
Working knowledge of employment laws and HR compliance practices, including employee relations, leaves of absence, accommodations, wage and hour, and termination processes.
Strong business acumen with the ability to connect HR actions to site performance, operational goals, and long-term workforce needs.
Excellent communication, listening, coaching, facilitation, and conflict-resolution skills.
Ability to build trust with employees and influence leaders through sound judgment, data, and practical HR solutions.
Analytical mindset with the ability to interpret HR metrics, identify trends, and develop action plans.
Demonstrated ability to balance strategic priorities with hands-on, day-to-day onsite HR support.
Proficiency with Microsoft Office and HR systems

Nice To Haves

Master’s degree in Business or Organizational Development preferred.
Experience with strategic workforce planning, talent review, succession planning, organizational design, and workforce analytics preferred.
experience with SuccessFactors, Dayforce, or similar systems preferred.

Responsibilities

Serve as the onsite HR Business Partner and trusted advisor to site leadership, managers, supervisors, and employees across the manufacturing operation.
Partner with site leaders to translate business priorities into practical people strategies that support safety, quality, productivity, retention, and employee experience.
Lead and support employee engagement initiatives, including listening sessions, focus groups, communication forums, recognition activities, and action planning tied to employee feedback.
Provide proactive employee relations support by coaching leaders, resolving workplace concerns, conducting investigations, supporting corrective action, and helping build trust between employees and leadership.
Maintain a strong shop floor presence to understand workforce needs, identify engagement and retention risks, and provide timely HR support across shifts.
Drive strategic workforce planning for the site, including headcount forecasting, skills gap analysis, succession planning, retention planning, and workforce risk assessment.
Use HR data and key performance indicators such as turnover, retention, absenteeism, time to fill, internal promotion rate, and engagement results to identify trends and recommend action plans.
Support organizational design, change management, leadership development, and business transformation initiatives from a people perspective.
Partner with Talent Acquisition, Learning and Development, Total Rewards, HR Operations, and regional/global HR teams to deliver solutions that meet site and business needs.
Support onboarding, new hire integration, development planning, career pathing, and retention strategies for hourly, technical, professional, and leadership roles.
Ensure compliance with applicable employment laws, company policies, local practices, and HR processes related to employee relations, leaves, accommodations, investigations, disciplinary actions, and terminations.
Champion Aptar culture and core values by promoting openness, accountability, inclusion, teamwork, trust, and ethical decision-making.