Human Resource Business Partner

Diasorin•Cypress, CA

8d•Onsite

About The Position

The Human Resource Business Partner serves as the HR consultant for assigned North America Molecular Diagnostics industrial operations groups at the Cypress, California site, including manufacturing, supply chain, quality, and facilities. The role advises and coaches managers and functional leaders on day-to-day people matters and executes HR programs and processes. It also serves as the site HR leader, partnering with site leadership to strengthen employee engagement and foster a local culture aligned with Diasorin’s global culture. This is a hands-on, consistently onsite role supporting exempt, non-exempt, and shift-based employees in an FDA-regulated diagnostics manufacturing environment. The position works collaboratively with North America and global HR Centers of Expertise, HR Shared Services, Payroll, Employee Relations, Legal, Finance, EHS, Facilities, and other colleagues across the Diasorin matrix. It reports to the Director, HR Business Partner for the Molecular/LTG Operations organization.

Requirements

Bachelor’s degree in Human Resources, Business, or a related field, or equivalent experience.
At least 5 years of progressive Human Resources experience, including at least 2–3 years in an HR Business Partner or HR Generalist role supporting operations or manufacturing teams.
Working knowledge of California employment law, including wage and hour and leave-of-absence requirements.
Experience conducting employee relations investigations and advising managers on corrective action.

Nice To Haves

Experience supporting manufacturing, industrial, or operations organizations in a regulated industry, such as medical devices, in vitro diagnostics, or life sciences.
Experience supporting hourly, non-exempt, and shift-based workforces.
Comfort working in a matrixed HR model with Centers of Expertise, HR Shared Services, and HR Business Partners.
Sound HR judgment across employee relations, compensation, talent management, talent acquisition, and engagement, including confidence to push back on leaders when needed.
Ability to analyze HR data and translate it into practical insights and recommendations.
Strong execution and follow-through, with the ability to manage multiple priorities in a fast-paced, high-demand environment while focusing on agility and customer service.
Strong communication, coaching, and relationship-building skills with employees and leaders at all levels.
Commitment to an inclusive, high-performance team culture.
Experience with SAP SuccessFactors or comparable HRIS platforms.
SHRM-CP, PHR, or equivalent HR certification.
Bilingual English/Spanish skills.

Responsibilities

Serve as the primary HR contact for assigned Industrial Operations groups and build relationships with managers and employees across all levels and shifts.
Coach managers on performance management, employee development, team dynamics, and engagement.
Partner with Employee Relations and Legal on complex cases and ensure consistent, well-documented outcomes.
Help ensure compliance with federal, California, and local employment laws, including wage and hour, meal and rest periods, timekeeping, and leave requirements.
Support workforce planning, including shift-based staffing, headcount planning inputs, and capability needs; partner with site Finance and site leadership.
Execute annual performance and compensation reviews, partnering with Compensation on job leveling, offers, promotions, and pay decisions.
Support talent reviews and succession planning, helping managers identify development opportunities and create action plans for top talent.
Partner with Talent Acquisition on hiring and onboarding, especially for hard-to-fill manufacturing, quality, and technical roles.
Prepare and interpret HR metrics, such as turnover, retention, absenteeism, overtime, and engagement, and recommend data-driven actions.
Support organizational change, communications, and change management, including organizational design changes and new process or system rollouts.
Define and drive site engagement, recognition, and culture initiatives with Cypress site leadership.
Participate in North America and Molecular/LTG Division HR projects and continuous improvement of HR processes, policies, and tools.