HR Business Partner

Slate Auto•Warsaw, IN

36d

About The Position

At Slate, we’re building safe, reliable vehicles that people can afford, personalize and love—and doing it here in the USA as part of our commitment to reindustrialization. The spirit of DIY and customization runs throughout every element of a Slate, because people should have control over how their trucks look, feel, and represent them. WHO WE ARE LOOKING FOR Slate is looking for an experienced HR Business Partner (HRBP) who serves as a strategic partner to the business, aligning HR initiatives with organizational goals. This role collaborates closely with senior leaders to develop and implement HR strategies that support business objectives, enhance employee engagement, and drive organizational performance. The HRBP provides comprehensive HR support across employee relations, talent management, performance management, and compliance, while acting as a trusted advisor and change agent. This position plays a key role in building a strong, engaged workforce and supporting the organization’s long‑term success.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field, or equivalent experience.
Minimum of 8-10 years of experience in human resources, with at least 5 years in a strategic HR role.
Strong understanding of HR best practices and labor laws.
Excellent communication and interpersonal skills.
Proficiency in HRIS and Microsoft Office Suite.
Strong problem-solving and conflict resolution abilities.
Ability to manage multiple tasks and prioritize effectively.
Strategic thinking and business acumen.

Responsibilities

Strategic Partnership Collaborate with senior leaders to understand business goals and develop HR strategies that support these objectives.
Provide strategic HR advice and guidance to management on various HR matters, including workforce planning, talent management, and organizational development.
Act as a change agent, driving and managing organizational change initiatives.
Employee Relations Foster a positive work environment by addressing employee concerns and resolving conflicts.
Conduct investigations into employee complaints and grievances, ensuring fair and consistent resolution.
Promote employee engagement through various initiatives and programs.
Talent Management Support the talent acquisition process, ensuring the recruitment of high-quality candidates.
Partner with Talent Management to develop and implement talent strategies, including succession planning, career development, and performance management.
Identify and address skill gaps within the organization, assist in facilitating training and development programs.
Performance Management Support the performance appraisal process, including goal setting, performance reviews, and feedback.
Assist managers in addressing performance issues and developing improvement plans.
Recognize and reward high-performing employees.
Compliance and Risk Management Ensure compliance with federal, state, and local employment laws and regulations.
Develop and enforce HR policies and procedures to maintain a compliant and safe workplace.
Identify and mitigate HR-related risks within the organization.
HR Metrics and Reporting Track and analyze HR metrics to measure the effectiveness of HR initiatives and programs.
Prepare and present reports on HR activities, including recruitment, retention, and employee engagement.
Use data to inform HR strategies and decision-making.
Organizational Development Support organizational development initiatives, including restructuring, mergers, and acquisitions.
Facilitate change management processes to ensure smooth transitions and minimal disruption.
Promote a culture of continuous improvement and innovation.