Human Resource Business Partner

HIDDEN LEVEL•Syracuse, NY

9d•Onsite

About The Position

The Human Resources Business Partner, Operations serves as a trusted advisor to Operations leaders and employees, aligning people strategies with business priorities while providing hands-on HR support. The role partners with managers on workforce planning, employee relations, performance management, talent development, and organizational effectiveness. The HRBP helps strengthen leadership capabilities, improve employee engagement and retention, and support a safe, productive, and positive work environment as Hidden Level grows. The position is onsite in Syracuse, NY, with required travel between multiple company buildings in the Syracuse area. The role supports Operations through business partnership and workforce planning; employee relations and manager coaching; recruiting, talent management, and development; employee engagement and retention; employee well-being and safety partnership; and HR program and operational support. It works with Operations leaders, employees, front-line supervisors, HR colleagues, and Environmental Health and Safety leadership to deliver people strategies, manage HR matters, support safety and compliance, and improve workforce effectiveness. Candidates must be U.S. citizens. Hidden Level employees must be able to obtain and maintain a U.S. Government Security Clearance if required for the position.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
5+ years of progressive Human Resources experience, including experience supporting manufacturing, production, operations, or industrial workforces.
Demonstrated experience independently advising front-line supervisors and operational leaders on employee relations, performance management, and workforce needs.
Experience managing employee relations matters, performance concerns, corrective actions, and workplace investigations.
Experience managing full-cycle recruiting and supporting workforce planning, employee development, engagement, or organizational change.
Strong working knowledge of employment laws and HR best practices.
Proficiency with HRIS systems and reporting tools.
Ability to connect business priorities with practical people solutions.
Strong employee relations, manager coaching, conflict resolution, and problem-solving skills.
Ability to build credibility and influence decisions across all levels of the organization.
Sound judgment and discretion when handling sensitive information.
Strong communication and analytical skills, including the ability to translate workforce trends into actionable recommendations.
Ability to balance longer-term initiatives with day-to-day employee and manager needs in a fast-paced environment.
U.S. citizenship is required.
Must be able to obtain and maintain a U.S. Government Security Clearance if required for the position.

Nice To Haves

Experience in an HR Business Partner or comparable advisory role.
Experience supporting aerospace, defense, technology manufacturing, or other highly regulated industries.
Experience partnering with EHS teams on employee well-being, workplace safety, return-to-work, or related initiatives.

Responsibilities

Partner with Operations leadership to understand business priorities and develop people strategies supporting operational goals.
Advise on workforce planning, staffing needs, organizational structure, and skills gaps.
Build relationships with employees, front-line supervisors, and Operations leaders, maintaining a regular presence across company locations.
Use workforce data and employee feedback to identify trends and recommend improvements to retention, engagement, and operational effectiveness.
Support organizational changes through planning, manager coaching, and clear employee communication.
Serve as the primary HR partner for Operations employees and leaders on employee relations, attendance, conduct, policy interpretation, and employment practices.
Coach managers on performance expectations, feedback, corrective actions, conflict resolution, and effective people management.
Conduct workplace investigations and partner with HR leadership on complex or sensitive employee matters.
Ensure consistent application of HR policies and practices while exercising sound judgment and maintaining confidentiality.
Promote a respectful, inclusive workplace and help managers address concerns promptly and effectively.
Own full-cycle recruiting for Operations positions, including sourcing, screening, interview coordination, candidate selection, and offer management.
Partner with hiring managers to define staffing needs, establish hiring priorities, develop job descriptions, and evaluate candidates.
Build candidate pipelines for current and anticipated Operations hiring needs and provide a positive candidate experience.
Coordinate with managers and HR team members to ensure a smooth transition from hiring to onboarding.
Partner with managers on performance management, goal setting, career development, and succession planning.
Identify skills gaps and development needs and collaborate with leadership to implement targeted learning opportunities.
Support leadership development for front-line supervisors and operational managers.
Participate in talent reviews, calibration discussions, and annual compensation reviews.
Conduct exit interviews, identify recurring themes, and recommend actions to improve the employee experience.
Support recognition, employee feedback, and communication practices that strengthen engagement and accountability.
Help leaders identify and address factors affecting retention, workload, and team effectiveness.
Partner with Operations and Environmental Health and Safety leadership to support employee well-being and a strong safety culture.
Participate on the Safety Committee and support safety communications and related workforce initiatives.
Coordinate HR aspects of return-to-work and accommodation processes in partnership with EHS, managers, and other appropriate resources.
Identify employee concerns and workforce trends that may affect safety, attendance, or operational effectiveness.
Support implementation of HR programs, policies, and organizational initiatives across Operations.
Partner with HR team members to deliver consistent onboarding, offboarding, employee documentation, and other core HR processes.
Support compliance with applicable federal, state, and local employment laws.
Use HRIS systems and reporting tools to monitor workforce metrics and inform recommendations.
Identify opportunities to improve HR processes and participate in additional HR projects as needed.