HR Business Partner

LotusBakeries•Mebane, NC

57d

About The Position

The HR Business Partner (HRBP) serves as a trusted advisor and strategic partner to the Plant Mebane leadership team and employees. This role owns key HR processes, ensures compliance, drives engagement, and strengthens the employee experience through hands-on execution and strategic initiatives. With accountability across HR administration, employee relations, training, recruitment, and onboarding, the HRBP is instrumental in supporting workforce development, fostering the company’s TOP values (Team Spirit, Open Dialogue, Passion), and shaping a positive and high-performance culture.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field required
3-5 years of progressive HR experience, with demonstrated expertise in employee relations, training, and recruitment.
Strong working knowledge of federal and state employment laws and compliance requirements.
Proven ability to manage sensitive and complex employee relations cases.
Excellent communication, facilitation, and coaching skills.
Strong organizational and project management skills with the ability to work independently and manage multiple priorities.
Proficiency with HRIS systems, payroll/timekeeping systems, and Microsoft Office Suite.

Nice To Haves

HR certification (PHR, SHRM-CP) preferred.
Experience in a manufacturing or multi-shift environment strongly preferred.

Responsibilities

Maintain in-depth knowledge of employment laws and regulations, ensuring compliance and reducing legal risks in day-to-day employee management.
Own the employee handbook to ensure it reflects current laws, policies, and company practices. Prepare updates as propose improvements to HR leadership.
Ensure HR policies and procedures are applied in alignment with company culture and legal requirements.
Serve as a trusted coach and counselor for employees performance management, benefits, and leave programs.
Manage employee relations and compliance matters, providing guidance and resolutions; escalate highly complex cases to the HR Director as needed.
Organizationally maintain the train-the-trainer program; coordinate new training programs and ensure all employees have successfully completed training.
Partner with the Quality Manager and Environmental, Health & Safety Manager to ensure all mandatory training is completed.
Lead initiatives that foster company TOP values across the workforce.
Partner with HR leadership to design leadership development initiatives tailored for front-line and mid-level leaders.
Develop recruitment advertising and employer branding strategies through multiple channels (agencies, schools, community organizations, career fairs).
Serve as the primary point of contact for all recruitment-related activities, including coordination with hiring managers, staffing agencies, and candidates.
Build expertise in talent acquisition by staying current with recruitment trends and best practices.
Ensure consistent, professional, and timely communication with all stakeholders throughout the hiring process.
Partner with HR leadership to implement workforce planning strategies and proactive talent pipelines for critical roles.
Lead succession planning for hourly and frontline leaders.
Lead new hire orientation for employees and contractors, ensuring an engaging and informative onboarding experience.
Coordinate with hiring managers to roll out structured 30/60/90-day templates and introduction schedules.
Monitor onboarding effectiveness and recommend improvements to increase new hire engagement and retention.
Oversee contractor onboarding compliance to ensure all non-employees meet legal and company standards.