Human Resources Business Partner

ALKEGEN•Sebring, OH

67d•Hybrid

About The Position

The Human Resources Business Partner (HRBP) acts as a strategic partner to business leaders across multiple sites and, where applicable, regions, supporting the delivery of organizational objectives through effective and scalable people strategies. Operating within a global, matrixed organization, the HRBP works in close partnership with Centers of Excellence (COEs) and HR Operations to deliver consistent, high-quality HR solutions while adapting to local business needs and regulatory requirements. The role is accountable for driving organizational effectiveness, workforce planning, talent development, and employee engagement across a multi-site and potentially multi-country environment. The HRBP will proactively identify opportunities for continuous improvement, challenge existing practices, and deliver value-added HR initiatives that enhance performance, productivity, and culture across the enterprise.

Requirements

Bachelor’s degree in human resources or related field, or equivalent experience
Demonstrated experience as an HR Business Partner within a complex, matrixed organization.
Experience operating within a global or multi-site environment, managing competing priorities across locations.
Proven ability to balance strategic HR partnership with operational delivery.
Strong business acumen, with the ability to align HR strategies to business objectives.
Experience working within a shared services HR model, partnering with COEs such as Talent Acquisition, Total Rewards, and HR Operations
Knowledge of employment legislation across relevant jurisdictions, or ability to work effectively with regional experts
Experience managing employee relations matters, including complex cases
Proven ability to act as a strategic business partner and influence stakeholders at all levels of the organization
Excellent people management, coaching, and workforce development skills
Strong analytical and problem-solving skills with a data- and goal-oriented mindset
Ability to manage multiple priorities, navigate ambiguity, and challenge the status quo
Excellent communication, presentation, and interpersonal skills, with the ability to build relationships across all levels, including union partners and external stakeholders
Experience advising on employee relations matters and administering policies and procedures
Demonstrated proficiency in Microsoft Office applications (Word, Excel, PowerPoint)
Experience in HRIS systems, specifically Workday
Willingness and ability to travel to site locations on a periodic basis (approximately quarterly) to support high-level employee relations matters, participate in strategic leadership meetings, and conduct in-person engagement with leaders and employees

Nice To Haves

Experience in industrial or manufacturing environments preferred
Experience working in union environments, including administering collective bargaining agreements, grievance investigations, and participation in negotiations preferred
Experience in an industrial or manufacturing environment preferred

Responsibilities

Act as a trusted advisor and strategic partner to business leaders across multiple sites and regions
Develop a deep understanding of business priorities and translate them into effective people strategies
Balance global consistency with local adaptation of HR practices, ensuring compliance with regional requirements
Provide constructive challenge to leadership, ensuring people decisions align with business objectives and values
Act as a connector between sites and global HR functions, ensuring alignment and sharing of best practices
Lead workforce planning initiatives to align talent capability with current and future business needs
Support organizational design, restructuring, and change initiatives
Identify opportunities to improve workforce productivity, efficiency, and cost effectiveness
Partner with Talent Acquisition to attract, recruit, and retain high-quality talent across sites and regions
Drive robust talent management processes, including succession planning and talent reviews
Support leadership development and promote a high-performance culture
Encourage internal mobility and development opportunities across sites and regions
Support onboarding and integration of new employees
Build strong relationships with employees and leaders to drive engagement, retention, and a positive workplace culture
Provide coaching and guidance to managers on people management, policies, and employment matters
Manage employee relations matters in line with applicable local legislation, partnering with regional HR and legal teams where required
Maintain effective relationships with employee representatives, including unions and/or works councils where applicable
Support leadership teams in creating inclusive, collaborative, and engaging work environments
Ensure compliance with company policies and applicable employment legislation across relevant jurisdictions
Partner with HR Operations to ensure accurate and consistent delivery of HR processes, including payroll, employee data management, and HR systems
Oversee HR documentation, recordkeeping, and compliance activities
Support absence management processes, ensuring consistency and fairness
Use HR data and business metrics (e.g., turnover, absence, productivity, labor cost) to support fact-based decision-making
Identify trends, risks, and opportunities to improve organizational performance
Promote and support HR systems and tools (e.g., Workday, performance management platforms)
Lead or contribute to local and global HR projects aligned to business strategy
Identify, lead, and implement continuous improvement initiatives to enhance HR effectiveness and employee experience
Challenge existing processes and drive adoption of best practices across sites and regions
Provide coaching, guidance, and support to managers and leadership teams
Support capability development and leadership effectiveness
Facilitate collaboration, knowledge sharing, and continuous improvement across teams
Where applicable, provide leadership and direction to HR team members