HR Business Partner

Borusan Pipe US

10h

About The Position

The HR Business Partner will serve as a strategic partner to leaders, providing comprehensive HR support and guidance. This role involves workforce planning, organizational design, performance management, employee relations, and ensuring compliance with employment laws and policies. The HR Business Partner will act as a trusted advisor, helping to drive HR initiatives that align with business goals and support organizational change.

Requirements

Minimum of 5 years of progressive Human Resources experience required.
Bachelor’s degree in Human Resources, Business Administration, or a related field required.
Hands-on experience with HRIS and payroll systems (ADP, UKG, Paycom, Paycor, or similar).
High level of accuracy, organization, and attention to detail.
Ability to support teams through organizational change and ambiguity.
Ability to connect people strategies to business outcomes.
Ability to use data and insights for decision-making.
Ability to manage confidential and sensitive information with discretion.
Ability to build trusted relationships with leaders and provide HR guidance aligned with business goals.
Strong capability in managing employee relations matters, conducting investigations, and coaching leaders.

Nice To Haves

Prior experience supporting leaders in a business partner or generalist capacity strongly preferred.
Experience in a manufacturing or industrial environment is a plus but not required.

Responsibilities

Partner with leaders on workforce planning and organizational design.
Provide coaching on performance management and employee development.
Act as a trusted advisor on HR policies.
Manage employee relations issues including investigations and conflict resolution.
Support engagement and retention initiatives.
Ensure fair and consistent HR practices.
Ensure compliance with employment laws and policies.
Provide guidance on policy interpretation.
Support internal mobility and succession planning.
Assist with performance review processes.
Identify development needs and training opportunities.
Support organizational changes and transitions.
Help employees navigate change effectively.
Provide clear, timely support to improve HRIS adoption and user experience.