HR Business Partner

Biomerics•Fairfield, CA

1d•Onsite

About The Position

The Human Resource Business Partner (HRBP) is a strategic partner who collaborates with business leaders to align HR strategies with business goals. Based on-site, the HRBP serves as the primary HR partner for the plant—providing expert guidance on employee relations, engagement, and day-to-day people matters—while also dedicating a meaningful portion of their time to broader talent management initiatives that reach beyond a single location. This role blends hands-on site HR leadership with active participation in corporate-led talent projects spanning talent acquisition, performance, development, and succession, making it well suited to someone who wants to grow their impact beyond plant HR. The HRBP will work closely with both site and senior corporate leadership to develop and implement HR policies, programs, and practices that enhance employee performance, engagement, and retention.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
Minimum of 5 years of experience in HR, with at least 2 years in a business partner or strategic HR role.
Strong interpersonal and communication skills with the ability to build relationships at all levels of the organization.
Excellent problem-solving and conflict resolution abilities.
Proficiency in HRIS and MS Office Suite.
Knowledge of employment laws and regulations.

Nice To Haves

Professional certification (e.g., PHR, SPHR, SHRM-CP, or SHRM-SCP) is preferred.
Demonstrated interest in or exposure to talent management work—such as succession planning, talent reviews, or enterprise development programs—is a plus.

Responsibilities

Collaborate with business leaders to understand their objectives and provide HR solutions that drive business success.
Act as a consultant on HR-related matters including organizational development, talent management, and employee relations.
Partner with hiring managers to identify talent needs and develop recruitment strategies.
Oversee the onboarding process to ensure smooth integration of new hires.
Support performance management processes, including goal setting, performance reviews, and development plans.
Contribute to enterprise talent management initiatives—such as talent reviews, succession planning, and high-potential development.
Partner with the corporate talent team on organization-wide programs in career pathing, learning and development, and leadership capability building.
Address and resolve employee concerns, grievances, and conflicts in a fair and consistent manner. Foster a positive work environment by promoting employee engagement and addressing issues proactively.
Implement and monitor HR policies and procedures in line with company objectives and legal requirements.
Develop and deliver training programs to enhance employee skills and compliance with company policies.
Support organizational change initiatives and help manage the impact on employees.
Identify and address workforce development needs to enhance overall organizational effectiveness.
Utilize HR metrics and analytics to inform decision-making and track the effectiveness of HR initiatives.
Prepare reports and presentations for senior management on HR performance and key trends.
Ensure compliance with all relevant labor laws and regulations.
Stay current on HR best practices and industry trends to continuously improve HR services.