Human Development Business Partner

Metalsa • Hopkinsville, KY

13d • Onsite

About The Position

As a Talent and Leadership HDBP, you will build, develop, and elevate the talent that drives our plant's strategic success. You'll own the full talent lifecycle—from identifying high-potential talent through structured succession planning, to coaching leaders, to enabling performance—ensuring Metalsa has the bench strength to thrive and the leadership depth to secure business sustainability.

Requirements

• B.A. degree in Business, Human Resources, Organizational Development, or a related field (required)
• Minimum of 5 years of Human Development experience with demonstrated knowledge of talent management, performance management, leadership development, and succession planning (required).
• Prior experience as an HDBP or senior specialist supporting manufacturing/operations processes (required).
• Excellent communication, facilitation, and interpersonal skills, with the ability to build strong partnerships with operations leaders (required).
• Project management and change management experience, with the ability to lead training initiatives from design through execution (required).
• Proficient in Microsoft Office Suite, including Access, Excel, and PowerPoint (required).
• Proficiency in HRIS platforms and software (required).
• Talent management systems (succession planning, talent review platforms).
• HRIS platforms (data management, reporting, analytics).
• Performance management software and tools.
• Learning Management Systems (LMS).
• Data analysis and interpretation (talent metrics, retention rates, promotion rates).
• Dashboard and scorecard development.
• Written communication, including reports, proposals, and IDP documentation.
• Presentation and facilitation skills, delivering to groups, leadership forums, and 1:1 sessions.
• Strong core competencies, including leadership development, talent management and succession planning, operations partnership, performance management, organizational design, change management, emotional intelligence, business acumen, and data-driven decision making.
• Regularly required to sit and talk or hear.
• Frequently required to use hands to handle or touch.
• Occasionally required to stand, walk, and reach with hands and arms.
• Specific vision abilities required include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to visually focus.

Nice To Haves

• SHRM or PHR certification preferred.
• Experience working in a union environment or with a CBA (preferred).
• Experience with organizational design, restructuring, or change management initiatives (preferred).
• Knowledge of manufacturing/automotive processes (preferred).

Responsibilities

• Develop and execute the salaried workforce talent strategy aligned with plant operations.
• Own training and development design, delivery, and effectiveness for Group Leaders, Area Managers, and individual contributors.
• Design and lead formalized leadership development pipelines for Group Leaders and Area Managers.
• Own individual development plans (IDPs) for key talent and high-potential employees, including coaching conversations and growth milestones.
• Design and facilitate succession planning and talent review processes, identifying high-potential talent and readiness for advancement.
• Facilitate talent calibration sessions to assess bench strength, identify gaps, and plan for leadership continuity.
• Lead annual and periodic performance calibration sessions, ensuring clarity on expectations, accountability, and development opportunities.
• Collaborate with Learning & Development on salaried training programming, owning curriculum design and effectiveness measurement.
• Serve as a talent advisor to operations leadership, providing coaching, career guidance, and leadership consulting to Group Leaders and Area Managers.
• Develop talent action plans, hold 1:1 development conversations, and identify stretch assignments.
• Maintain talent databases and succession planning tools, ensuring accuracy of organizational data and development plans.
• Report on talent metrics and development progress, tracking coaching engagement, IDP completion, promotion rates, and retention of key talent.
• Partner with Talent Acquisition on recruitment strategy for salaried roles, aligning hiring managers on competency frameworks.
• Collaborate on culture and organizational development initiatives that align talent development with the broader employee experience strategy.
• Support special Human Development projects and plant-wide initiatives that strengthen organizational capability and leadership effectiveness.
• Take on additional responsibilities as needed—this role evolves as the needs of the department change.

Benefits

• Vacation, personal time, and paid holidays.
• Medical, dental, vision, and prescription insurance.
• Paid short-term and long-term disability coverage.
• 401(k) company match, flexible spending account (FSA), health reimbursement account (HRA).
• Tuition reimbursement, advancement opportunities, and professional training programs.
• Exclusive employee discounts and more!

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level