HR Business Partner

CooperCompanies•Tucson, AZ

12h•Onsite

About The Position

The HR Business Partner provides direct, day-to-day HR support to employees and managers in an assigned client group and handles HR projects related to their area of focus. The role supports employees across employment matters, including salary guidelines and educational training, and ensures programs and projects are completed within established guidelines. The position supports HR activities at manufacturing and distribution sites, administers HR programs, responds to escalated personnel issues, conducts confidential investigations, advises managers on employee relations, and supports workforce planning and talent management. The role is based on-site in Tucson, Arizona, and requires 20–30% travel.

Requirements

Bachelor's degree in a related field or equivalent work experience.
5–7 years of Human Resources experience, with demonstrated results in a fast-paced environment.
Experience in talent management initiatives, including learning and development strategies, employee engagement, and wellbeing programs.
Strong knowledge of local labor legislation and positive employee relations practices.
Proficiency with Microsoft Office products, including Word, Excel, Outlook, and PowerPoint.

Nice To Haves

Experience supporting manufacturing facilities.
Bilingual English/Spanish.

Responsibilities

Provide HR support to employees and managers within the assigned client group.
Administer HR programs related to compensation, benefits, leave, disciplinary matters, disputes and investigations, performance and talent management, productivity, recognition, morale, occupational health and safety, and training and development.
Respond to escalated HR or personnel issues and conduct confidential investigations.
Coach managers on employee relations issues, including performance improvement, development plans, and progressive discipline.
Ensure the HR department follows regulatory requirements and Company policies, and promote best practices.
Monitor trends and developments in the HR profession and recommend implementations.
Identify strategic problems and forecast potential obstacles to success.
Drive continuous improvement at manufacturing and distribution sites and within the HR department.
Perform additional responsibilities or assignments as directed by management.
Implement new-hire orientation and employee recognition programs.
Handle employment-related inquiries from applicants, employees, and supervisors, referring complex or sensitive matters to appropriate staff.
Attend and participate in employee disciplinary meetings, terminations, and investigations.
Support workforce planning and talent management requirements for the assigned team or site.