HR Business Partner

REVERE PLASTICS SYSTEMS•Fraser, MI

13d•Onsite

About The Position

The HR Business Partner serves as the lead HR partner for a growing facility in Fraser, Michigan, owning the plant HR agenda and directly influencing staffing, retention, engagement, leadership capability, and business performance. The role partners with the General Manager and plant leadership team to translate business priorities and workforce data into practical people actions. It is a visible, hands-on position with regular plant-floor presence and close interaction with leaders and team members across shifts. The position leads employee relations, investigations, performance management, corrective action, conflict resolution, organizational change, recruiting, onboarding, workforce planning, retention, development, succession planning, and engagement. It also owns accurate and timely plant HR operations, including employee data, attendance, timekeeping and payroll inputs, leaves, workers’ compensation coordination, and employment changes. The HR Business Partner uses workforce trends and root-cause problem-solving to improve decisions and results, ensures fair and compliant employment practices, and improves HR processes and the team-member experience. The role collaborates with HR leaders across the organization and may contribute to broader HR projects as capacity allows.

Requirements

Five or more years of progressive HR experience, including employee relations, recruiting, leader coaching, performance management, and HR operations.
Experience supporting an hourly workforce in manufacturing, distribution, or another fast-paced operational environment.
Confidence serving as a primary HR leader or senior HR partner and constructively challenging leaders when needed.
Strong investigation, conflict-resolution, decision-making, and risk-assessment skills.
A track record of using workforce data to identify trends, solve problems, and improve outcomes.
Experience building or deploying HR programs, process improvements, training, or change initiatives.
Clear, influential communication and the ability to connect, build trust, and move people to action.
High integrity, discretion, urgency, organization, resilience, and follow-through.
Ability to work on-site in professional office and active manufacturing environments, with regular plant-floor presence and flexibility to support multiple shifts.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
PHR or SPHR certification is a plus.
Experience as an HR Manager or readiness to lead a facility’s HR function for the first time.

Responsibilities

Serve as the trusted HR partner to the General Manager and plant leadership team, translating business priorities and workforce data into practical people actions.
Build credible relationships with team members and frontline leaders through an approachable presence on the plant floor and across shifts.
Lead employee relations, investigations, performance management, corrective action, conflict resolution, and organizational change.
Coach leaders to strengthen communication, accountability, team effectiveness, and leadership capability.
Drive recruiting, onboarding, workforce planning, retention, internal development, succession planning, and engagement initiatives.
Own plant HR operations, including employee data, attendance, timekeeping and payroll inputs, leaves, workers’ compensation coordination, and employment changes.
Use dashboards, workforce trends, and root-cause problem-solving to identify risks, improve decisions, and deliver measurable results.
Ensure fair, consistent, and compliant employment practices while balancing team-member advocacy and business needs.
Identify and implement improvements to HR processes, communication, service levels, and the team-member experience.
Collaborate with HR leaders across the organization, share ideas and best practices, and contribute to broader HR projects as capacity allows.