Human Resources Business Partner, USA

Armstrong Fluid Technology•North Tonawanda, NY

5d•Onsite

About The Position

Imagine working at the forefront of innovation in fluid-flow technology, alongside more than 1,400 colleagues across the globe, and contributing to a legacy of excellence spanning eight manufacturing facilities on four continents. Armstrong Fluid Technology is more than an industry leader—we are a community of hands-on problem solvers, engineers, and operators united by a shared mission to engineer the future and protect our planet. We are deeply committed to reducing carbon footprints and improving energy efficiency through sustainable manufacturing and operational excellence. As a member of our team, you’ll work in a fast-paced, production-driven environment where people, safety, quality, and performance are tightly interconnected. You’ll partner closely with plant leadership to build a strong, engaged, and capable workforce that delivers results today while preparing for tomorrow. The Human Resources Business Partner (HRBP) serves as a strategic and hands-on HR partner to Armstrong’s U.S. manufacturing & corporate operations, with a strong focus on workforce management, labor compliance, employee relations, and leadership coaching. This role balances tactical HR execution with strategic business partnering to support safe, efficient, and high-performing manufacturing operations. This position is based in North Tonawanda, NY, and works closely with leadership, operations, and global HR teams.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Industrial Relations, or a related field.
6–8 years of progressive HR experience, with significant experience supporting manufacturing or plant environments.
Experience with ADP Payroll, Bamboo HR, Workday preferred.
Strong working knowledge of U.S. labor and employment laws, particularly wage & hour and OSHA.
Experience working with hourly workforces, multi-shift operations, and frontline leaders
Demonstrated strength in employee relations, investigations, and performance management.
Ability to operate comfortably on the shop floor while influencing leaders at all levels.

Nice To Haves

Professional HR certification (SHRM-CP/SHRM-SCP or PHR/SPHR) preferred.

Responsibilities

Partner with leaders to align people strategies with corporate, operations, safety, quality, and other objectives.
Provide day-to-day HR support to hourly and salaried employees.
Coach frontline supervisors and plant leaders on performance management, attendance, discipline, and employee engagement.
Act as a trusted advisor on workforce planning, labor optimization, and succession planning for critical roles.
Manage employee relations issues including performance concerns, attendance, conduct, grievances, and conflict resolution.
Conduct workplace investigations and recommend corrective actions consistent with company policy and U.S. employment laws.
Ensure consistent application of policies across shifts and departments.
Support high-volume and skilled corporate & manufacturing recruitment (operators, technicians, supervisors).
Partner with hiring managers on workforce planning, shift staffing, and contingency planning.
Champion structured onboarding, orientation, and skills training for employees.
Support employees' development through coaching and targeted training.
Implement Armstrong’s global HR programs within the manufacturing environment, including performance management and annual reviews, engagement and recognition initiatives
Coach leaders on fair and effective performance evaluation for hourly and salaried staff.
Ensure accurate HRIS data for employees, including job changes, pay actions etc.
Partner with Total Rewards teams to ensure accurate wage, overtime, and benefits administration.
Ensure compliance with U.S. federal, state, and local labor laws, including FLSA, OSHA, FMLA, ADA, Workers’ Compensation, state-specific labor and leave regulations
Maintain audit readiness and proper documentation.
Participate in plant-wide continuous improvement initiatives impacting people, productivity, and culture.
Support change initiatives related to automation, process improvement, or organizational restructuring.
Provide workforce analytics and insights to support operational decision-making.
Partner closely with EHS and Operations to reinforce a strong safety culture and ensure OSHA compliance.
Support incident response, corrective actions, and return-to-work processes.
Drive consistent application of attendance and timekeeping policies.