Human Resource Business Partner

Central Power Systems & Services•Tracy, MO

7d•$65,000 - $70,000•Onsite

About The Position

Human Resources Business Partner-Manufacturing Operations Reporting To: Human Resources Manager Department: Human Resources About Central Power Systems & Services Central Power Systems & Services is a privately held company with deep roots dating back to 1954. Our mission is Forging Long-Lasting Partnerships by Providing First-Class Customer Support. We live that mission every day by investing in our employees, our customers, and our communities. We are seeking an experienced Human Resources Business Partner who is passionate about supporting employees and leaders while helping drive a positive, high-performing workplace. This position serves as a trusted advisor to managers and employees, providing guidance on employee relations, performance management, compliance, workforce planning, and HR best practices within a fast-paced manufacturing environment. Position Summary The Human Resources Business Partner serves as a strategic advisor to business leaders by aligning Human Resources initiatives with operational goals. This position partners closely with manufacturing leadership to support workforce planning, employee relations, talent development, performance management, compliance, benefits administration, and organizational effectiveness. Through data-driven decision-making, proactive coaching, and collaborative partnerships, the HR Business Partner helps build a high-performing workforce while fostering a positive employee experience and supporting the continued growth of Central Power Systems & Services.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
Minimum of 3–5 years of progressive Human Resources experience, preferably within a manufacturing environment.
Strong working knowledge of federal, state, and local employment laws.
Experience conducting employee investigations and resolving complex employee relations issues.
Experience coaching managers on performance management, corrective action, and leadership development.
Working knowledge of FMLA, ADA, Workers' Compensation, EEO, OSHA, and other employment regulations.
Experience with Human Resource Information Systems (HRIS) and Microsoft Office applications.
Strong interpersonal and relationship-building skills.
Excellent verbal, written, and presentation communication skills.
Strong conflict resolution, mediation, and problem-solving abilities.
Ability to maintain confidentiality and exercise sound judgment.
Strong organizational and time management skills with the ability to prioritize multiple responsibilities.
Excellent attention to detail and follow-through.
Strong analytical skills with the ability to interpret workforce data, identify trends, and develop actionable recommendations.
Experience utilizing HR metrics and dashboards to support business decisions.
Ability to influence leaders through data-driven insights and strategic HR recommendations.
Ability to work independently while building collaborative partnerships across all levels of the organization.
Proficient in Microsoft Office Suite and HRIS platforms (Paycom a plus).
This position regularly requires walking, standing, sitting, stooping, bending, kneeling and climbing stairs.
It also often requires pushing, pulling, twisting, lifting 50+ lbs. and working in a variety of weather conditions and noise levels.
Candidates must be legally authorized to work in the United States.
Employment eligibility will be verified at the time of hire.
You must be legally authorized to work in the U.S. to be considered for this role.

Nice To Haves

Professional certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP preferred.

Responsibilities

Serve as the primary HR contact for employees and supervisors regarding HR policies, procedures, benefits, and workplace concerns.
Build strong relationships with employees and leaders to promote open communication and positive employee relations.
Conduct workplace investigations involving employee complaints, policy violations, attendance concerns, harassment, and other employee relations matters.
Provide coaching and guidance to supervisors regarding performance management, corrective action, documentation, and conflict resolution.
Assist managers with disciplinary actions, documentation, performance improvement plans, and employee counseling.
Interpret and apply company policies consistently and fairly.
Support employee engagement, recognition, and retention initiatives.
Promote Central Power's Mission, Core Values, and culture throughout the organization.
Maintain employee personnel files and Human Resource Information System (HRIS) records with a high degree of accuracy.
Process employee status changes including hires, promotions, transfers, compensation changes, and terminations.
Participate in and support onboarding activities to ensure a positive employee experience.
Prepare HR reports and maintain accurate employee records.
Maintain strict confidentiality of employee and company information.
Assist with HR projects and continuous improvement initiatives.
Assist employees with benefit enrollment, eligibility, and benefit-related questions.
Support annual Open Enrollment activities.
Administer and coordinate leave programs including: Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA) accommodations, Military Leave, Workers' Compensation coordination, and Other company leave programs.
Coordinate with Payroll to ensure employee records are accurate and up to date.
Ensure compliance with all applicable federal, state, and local employment laws.
Maintain required labor law postings and employment records.
Assist with internal audits and external compliance reviews.
Support Affirmative Action, Equal Employment Opportunity (EEO), OSHA, and other regulatory compliance initiatives.
Assist in developing, updating, and communicating HR policies and procedures.
Maintain the highest level of confidentiality while handling sensitive employee information.
Partner closely with production leadership to support workforce planning and operational objectives.
Develop workforce plans and headcount forecasts with Operations to support current production demands and future organizational growth.
Analyze workforce trends and collaborate with leaders to proactively identify hiring needs, succession risks, and workforce planning opportunities.
Support manufacturing leadership with attendance management, staffing challenges, scheduling concerns, and employee relations matters.
Participate in safety initiatives and reinforce a culture focused on safety, accountability, and continuous improvement.
Assist during organizational changes, workforce restructuring, and implementation of new policies and procedures.
Help identify opportunities to improve employee engagement, retention, and workforce stability.
Develop and maintain HR metrics and dashboards to support business decisions and organizational planning.
Monitor and analyze key workforce metrics including turnover, absenteeism, retention, employee engagement, time-to-fill, and other key performance indicators.
Partner with Operations leadership to forecast workforce needs and develop staffing strategies aligned with production goals.
Identify workforce trends and provide data-driven recommendations to improve employee retention, productivity, and organizational effectiveness.
Prepare and present HR reports and workforce analytics to leadership.
Recommend process improvements based on HR data, trends, and industry best practices.
Support annual performance review and goal-setting processes.
Coach supervisors and managers on employee development, performance management, coaching techniques, and difficult conversations.
Assist in identifying training and professional development opportunities.
Support succession planning and leadership development initiatives.
Encourage continuous learning and career growth throughout the organization.