Human Resource Business Partner

Skyeton • Fayetteville, NC

48d • Onsite

About The Position

The Human Resources Business Partner supports Skyeton’s Fayetteville manufacturing organization by providing practical, responsive HR guidance to leaders and employees. This position partners with assigned functions on workforce planning, talent acquisition, onboarding, employee relations, performance management, development, engagement, policy administration, and day-to-day HR operations. The HR Business Partner combines strong employee advocacy with sound business judgment and consistent application of company policy and employment law. Success requires trusted relationships, timely follow-through, accurate records, confidential handling of sensitive information, and the ability to help leaders solve people challenges in a fast-growing aerospace and defense environment.

Requirements

• Bachelor’s degree in human resources, business administration, organizational leadership, or a related field; equivalent relevant experience may be considered
• 5+ years of progressive human resources experience, including direct responsibility for employee relations and support to managers
• Broad working knowledge of talent acquisition, onboarding, performance management, investigations, policy administration, leave management, compliance, and HR operations
• Demonstrated ability to coach leaders, address sensitive employee issues, and make balanced recommendations based on facts, policy, consistency, and business needs
• Experience conducting or supporting workplace investigations and preparing clear, objective documentation
• Working knowledge of federal and state employment laws, including EEO, FLSA, FMLA, ADA, USERRA, Title VII, ADEA, and applicable wage-and-hour requirements
• Experience using an HRIS, applicant-tracking system, timekeeping platform, and Microsoft Office applications
• Strong written and verbal communication skills with the ability to work effectively with production employees, technical professionals, managers, and executives
• High level of integrity, sound judgment, discretion, and ability to protect confidential employee and business information
• Strong organization, attention to detail, prioritization, and follow-through in a fast-paced environment with changing needs
• Ability to work on-site, maintain a visible presence with employees and leaders, and occasionally adjust work hours to support operational needs
• Must qualify as a U.S. Person under applicable ITAR/EAR regulations

Nice To Haves

• SHRM-CP, SHRM-SCP, PHR, SPHR, or comparable HR certification
• HR experience in aerospace, defense, aviation, manufacturing, engineering, logistics, or another regulated environment
• Experience supporting a startup, greenfield facility, rapid-growth organization, multi-site workforce, or organizational scale-up
• Experience supporting hourly manufacturing employees and exempt technical or professional teams
• Experience with Rippling or a comparable integrated HRIS, payroll, timekeeping, benefits, and applicant-tracking platform
• Familiarity with federal-contractor requirements, affirmative action, OFCCP, E-Verify, ITAR/EAR, CUI, security clearances, or defense-industry compliance
• Experience with compensation analysis, job architecture, workforce analytics, engagement programs, training coordination, or succession planning
• Experience supporting benefits administration, payroll coordination, workers’ compensation, safety programs, or employee leave processes

Responsibilities

• Serve as the primary HR partner for assigned departments and provide consistent, practical guidance to leaders and employees throughout the employment lifecycle
• Develop a strong understanding of business objectives, staffing plans, organizational structure, production priorities, and workforce risks to provide proactive HR support
• Coach managers on employee relations, performance expectations, communication, attendance, conduct, conflict resolution, documentation, and corrective action
• Receive and respond to employee questions and concerns promptly, maintain appropriate confidentiality, and escalate material issues to the Director of Human Resources
• Conduct or support fair, timely, and well-documented workplace investigations and recommend appropriate next steps based on facts, policy, consistency, and risk
• Partner with leaders to establish role requirements, workforce plans, recruiting priorities, interview processes, selection criteria, and competitive offers
• Manage or support full-cycle recruiting activities, including job descriptions, requisitions, sourcing, applicant review, interview coordination, candidate communications, offers, and pre-employment requirements
• Coordinate onboarding and orientation activities and ensure new hires receive required paperwork, systems access, policies, benefits information, training assignments, and role expectations
• Support performance-management processes, including goal setting, feedback, development plans, performance improvement plans, annual reviews, calibration, and recognition
• Assist leaders with organizational design, job leveling, succession planning, internal movement, retention strategies, and development of high-potential employees
• Identify skill and capability gaps and partner with Learning and Development, EHS, Quality, and functional leaders to coordinate required training and development
• Support employee engagement, culture, recognition, communication, and change-management initiatives that strengthen accountability and mission execution
• Administer and interpret HR policies and practices consistently while recognizing when an exception, accommodation, or legal review may be required
• Maintain accurate employee data, personnel records, case notes, acknowledgments, training records, and required documentation in approved HR systems and files
• Complete HRIS transactions and support audits of employee data, timekeeping, payroll inputs, benefits eligibility, job changes, reporting relationships, and employment status
• Coordinate leave and accommodation processes, including FMLA, ADA, military leave, workers’ compensation coordination, and other applicable federal and state requirements
• Support offboarding activities, including resignations, terminations, exit interviews, final documentation, access notifications, and return of company property
• Monitor HR metrics and workforce trends such as headcount, turnover, attendance, vacancies, time to fill, employee relations activity, and training completion; identify actions when trends require attention
• Support compliance with employment laws and federal-contractor requirements, including EEO, affirmative action, pay transparency, E-Verify, I-9, record retention, and required postings
• Partner with Security and authorized leaders on U.S.-person, ITAR/EAR, customer-clearance, confidentiality, and controlled-information requirements without making unauthorized export-control determinations
• Prepare HR communications, reports, presentations, workforce data, investigation summaries, corrective-action documents, and other confidential materials
• Assist with benefits, payroll, HRIS, workers’ compensation, safety, and employee-service matters by coordinating with the responsible internal or external resource
• Support HR projects, policy development, audits, facility growth, additional locations, and continuous improvement of scalable people processes
• Perform other duties as assigned

Benefits

• Paid Time Off (PTO)
• 401(k) plan with company match
• Medical insurance: company-paid employee coverage
• Dental and vision insurance
• Competitive compensation commensurate with experience
• Career growth opportunities within a rapidly expanding aerospace organization
• Opportunity to help shape the employee experience and culture of a growing U.S. manufacturing operation

What This Job Offers

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