HR Business Partner

Global Power Components•North Bergen, NJ

7d•Onsite

About The Position

The HR Business Partner is the primary site-level contact for day-to-day employee relations and workforce support at Global Power Components. Reporting to the HR Manager, this role supports employees and operations leadership, independently managing standard employee relations matters from intake through resolution while escalating complex or high-risk situations as needed. The position balances hands-on casework with proactive supervisor coaching and consistent, fair application of HR policies. The HR Business Partner also contributes frontline insight to workforce planning, supports site-level HR initiatives and process improvements, and maintains a visible presence on the floor to build relationships and enable early intervention.

Requirements

3–5 years of HR experience with direct employee relations case ownership.
Demonstrated experience independently managing employee relations casework, including investigations and documentation.
Comfort coaching frontline supervisors through difficult, sometimes emotionally charged performance conversations.
Sound judgment in applying policy consistently and recognizing when a matter needs to be escalated.
Strong presence and credibility with operations leadership and hourly employees.
Ability to manage an active caseload with competing deadlines in a fast-paced manufacturing environment.
Bachelor's degree in HR, Business, or a related field, or equivalent HR experience.

Nice To Haves

Experience with Workday or comparable HRIS platforms.
PHR or SHRM-CP certification.
Bilingual Spanish language skills.
Experience in a manufacturing or industrial environment.

Responsibilities

Own standard employee relations cases from intake through fact-gathering, investigation, recommendation, resolution, and final documentation.
Conduct workplace investigations using the company's established framework and maintain thoroughness, consistency, and confidentiality.
Document case findings and recommendations in accordance with company standards.
Interpret and apply HR policies consistently and fairly, using judgment to identify matters that fall outside standard precedent.
Coach supervisors before formal discipline on performance conversations, including framing, language, and appropriate documentation.
Help supervisors distinguish performance issues, conduct issues, and situational factors, and guide them toward appropriate responses.
Partner with operations leaders on daily workforce issues, including attendance patterns, performance concerns, and engagement challenges.
Build trust and credibility with operations leadership as a resource for people-related questions.
Provide site- and function-level input to workforce planning based on frontline knowledge of team dynamics and staffing needs.
Flag emerging workforce trends, including turnover patterns, attendance issues, and engagement signals.
Promptly escalate complex, sensitive, or high-risk matters to the HR Manager with context and recommended next steps.
Support the HR Manager on site-level HR initiatives, projects, and process improvements.
Maintain a visible HR presence on the floor and build relationships that enable early intervention.