Human Resources Business Partner - IL

Magnetic Technologies Corporation•Woodstock, IL

12h

About The Position

The HR Business Partner (HRBP) will serve as a strategic partner to plant leadership and operations teams in a fast-paced industrial manufacturing environment. This role reports to the CHRO and is responsible for aligning HR practices with business objectives, driving workforce engagement, and ensuring compliance with labor regulations. The HRBP will act as a trusted advisor, balancing strategic initiatives with hands-on support for employees and managers. This role is part of a global team of HRBPs, each owning and leading a global HR process in addition to site-specific responsibilities.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field.
5+ years of HR experience, with at least 2 years in a manufacturing or industrial setting, preferably within a global organization.
Experience working within union environments and negotiating CBAs.
Strong knowledge of state and federal labor law and OSHA standards.
Proven ability to manage change in a production-driven setting.
Excellent communication, problem-solving, and interpersonal skills.
Experience with HRIS systems and workforce analytics.

Responsibilities

Collaborate with plant managers and department heads to identify workforce needs and align HR strategies with production goals.
Provide insights on organizational design, workforce planning, and succession management.
Serve as the primary contact for employee concerns, grievances, and conflict resolution.
Oversee payroll, attendance, and workforce scheduling systems in collaboration with HR shared services.
Analyze HR metrics (turnover, absenteeism, training effectiveness) to recommend improvements.
Ensure adherence to federal, state, and local labor laws, OSHA regulations, and company policies.
Own full employee lifecycle processes for the site, ensuring positive employee experience.
Partner with EHS team to reinforce a culture of safety.
Lead and own recruitment efforts for skilled trades, technicians, and leadership roles.
Implement community strategies to ensure the company maintains positive relations.
Partner with local trade schools and community colleges to develop pipelines.
Support onboarding, training, and career development programs tailored to manufacturing operations.
Implement performance management processes, coaching managers on feedback and development.
Conduct manager and employee training and development.
Drive employee engagement initiatives to improve retention and morale.