HR Business Partner

Remington1816•Lonoke, AR

3d•Onsite

About The Position

The Human Resources Business Partner (HRBP) is the first‑level HR resource for the Remington Ammunition business. This role works closely with the Remington Ammunition leadership team while maintaining a strong day‑to‑day presence with employees across the organization. The HRBP will serve as a trusted business partner to leaders and will play a key role in identifying people‑related risks and opportunities, developing practical solutions, and supporting consistent HR practices across the business. The role partners closely with the Sr. Manager of Employee Relations and collaborates with other HR functions (including HRIS, Compensation, and Benefits) to deliver integrated, business‑aligned HR solutions. The HRBP must have strong communication and interpersonal skills, sound judgment, and the ability to balance employee advocacy with business needs. This position formulates partnerships across the HR function to deliver value‑added service to management and employees that reflects the strategic and operational objectives of the organization. The HRBP maintains an effective level of business literacy regarding Remington Ammunition’s financial position, long‑range strategy, mid‑range plans, culture, and competitive landscape.

Requirements

Bachelor’s degree in Human Resources or equivalent experience
3–5+ years of progressive HR experience, ideally in an HR Business Partner, HR Generalist, or similar role
Experience supporting an operations‑driven or manufacturing environment strongly preferred
Proficient in MS Word, PowerPoint, and Excel; Workday experience a plus
Demonstrated professionalism and discretion when handling confidential and sensitive information
Versatility, flexibility, and comfort working within changing priorities
Proven ability to manage multiple projects and deadlines effectively
Strong attention to detail and follow‑through
Excellent verbal and written communication skills
Ability to work independently while also collaborating effectively as part of a team
Ability to make timely, sound decisions and exercise judgment appropriate to a growing leadership role
U.S. citizen or national; U.S. lawful, permanent resident (a/k/a green card holder); Refugee under 8 U.S.C. Section 1157; or Asylee under 8 U.S.C. Section 1158 or be eligible to obtain the required authorizations from the U.S. Department of State.
Not convicted of a crime punishable by imprisonment for a term exceeding one year; not a fugitive from justice; not an unlawful user of or addicted to any controlled substance; not adjudicated as a mental defective or committed to any mental institution; not an illegal alien; not discharged from the Armed Forces under dishonorable conditions; not renounced United States Citizenship; not subject to a court order restraining the person from harassing, stalking, or threatening an intimate partner or child of the intimate partner; not convicted of a misdemeanor crime of domestic violence.

Nice To Haves

Workday experience a plus

Responsibilities

Work closely with management and employees to drive business results through improved work relationships, increased engagement, productivity, and retention
Partner with leaders to support employee lifecycle decisions, providing guidance that reflects both policy and practical application
Conduct interviews and facilitate testing for new talent
Maintain in‑depth knowledge of legal requirements related to day‑to‑day employee management, reducing legal risks and ensuring regulatory compliance; partner with Legal as needed
Provide day‑to‑day performance management guidance to leaders (e.g., coaching, counseling, development planning, and disciplinary actions)
Analyze trends and metrics in partnership with HR Shared Services and HRIS to help develop programs and solutions
Manage and resolve complex employee relations issues, partnering with senior HR leadership as appropriate
Lead the performance review and goal‑setting processes, while reinforcing leader accountability
Provide HR policy guidance and interpretation while ensuring consistent application across the business
Provide input and support for business unit restructures, workforce planning, and succession discussions
Identify training needs for business units and coaching needs for individual leaders
Participate in the evaluation and monitoring of training programs to ensure effectiveness and follow up on outcomes
Enter and maintain employee data changes in Workday accurately and in a timely manner
Schedule and conduct new‑hire orientations, onboarding timelines, and employee off‑boarding activities
Coordinate and execute employee events, programs, and recognition initiatives for Remington employees
Support OSHA and Safety compliance efforts and assist with Workers’ Compensation claims
Provide support for ergonomic assessments and accommodation requests