Human Resources Business Partner

Mattr•Hagerstown, MD

9h•$85,000 - $100,000•Hybrid

About The Position

The Human Resources Business Partner (HRBP) plays a critical role in enabling Xerxes’ operational and cultural success by strengthening leadership capability, forecasting and shaping workforce needs, and elevating the employee experience across multiple client groups—including engineering, operations, manufacturing, technology, finance, and sales. Acting as a trusted advisor, the HRBP partners closely with the HR Manager to advance people strategies that fuel business performance, organizational agility, and long‑term growth. The HRBP operates as both a strategic consultant and a hands‑on practitioner, navigating complex people matters, managing change with confidence, and championing initiatives that build a high‑trust, high‑engagement workplace. This role contributes directly to Xerxes’ success by driving leadership effectiveness, workforce planning, employee relations excellence, capability development, and an inclusive, safety‑driven culture.

Requirements

Minimum 5 years of progressive Human Resources experience.
Associate degree in Business, HR, or related field (Bachelor’s preferred).
At least 1 year of experience working in a unionized environment.
Strong working knowledge of employment compliance and U.S. labor legislation.
Excellent written and verbal communication skills with strong attention to detail.
Proficiency in HRIS systems (SuccessFactors preferred), Microsoft Office, and familiarity with Payroll systems such as ADP.
Demonstrated ability to build strong relationships and operate with professionalism and discretion.
Ability to work independently and travel up to 25% across North America.
Hybrid schedule (4 days onsite).

Nice To Haves

Experience supporting large, multi‑site organizations.
Experience in manufacturing or industrial environments.
SHRM‑CP or equivalent HR certification (or progress toward certification).
Bilingual (Spanish).

Responsibilities

Strategic HR Partnership & Business Alignment Build deep understanding of client group strategies and challenges to ensure people decisions accelerate operational objectives and business outcomes.
Partner with the HR Manager to forecast workforce needs, shape organizational structure, support change initiatives, and ensure the business is staffed, capable, and ready for growth.
Translate business goals into actionable people strategies that strengthen performance, collaboration, and talent continuity across sites and functions.
Leader Enablement, Employee Relations & Risk Mitigation Act as a trusted advisor to leaders, providing expert guidance on conflict resolution, investigations, performance management, job alignment, and policy interpretation.
Coach leaders to build their capability in decision‑making, communication, documentation, and progressive discipline while strengthening consistency and fairness across the organization.
Ensure all employee relations matters are handled with diligence, objectivity, and legal compliance, reducing risk and building organizational trust.
Navigate unionized environments effectively, supporting leaders in interpreting and applying collective agreements and fostering productive labor‑management relationships.
Talent Acquisition, Onboarding & Workforce Development Support recruitment strategies that secure high‑quality technical and operational talent while anticipating future skills and workforce requirements.
Partner with hiring managers on role scoping, competency needs, and interview excellence, ensuring efficient, equitable hiring decisions.
Drive onboarding practices that elevate early engagement, accelerate ramp‑up, and reduce turnover within the first year.
Support succession planning and capability development initiatives that strengthen leadership pipelines, technical competencies, and overall organizational readiness.
HR Metrics, Total Rewards & Compliance Leverage HR analytics and dashboards to identify trends, monitor retention, track performance outcomes, and support data‑driven decision making.
Support compensation benchmarking, salary recommendations, and rewards decisions, ensuring internal equity, market alignment, and pay transparency.
Maintain audit‑ready documentation, ensure alignment with U.S. labor legislation, and uphold policy compliance across all client groups.
Partner with Payroll (ADP) and HRIS (SuccessFactors) to ensure data accuracy, reporting quality, and process efficiency.
Employee Experience, Engagement & Culture Building Contribute to Mattr’s employee experience strategy through programs that improve engagement, communication, and workplace well‑being.
Champion culture‑building initiatives such as recognition programs, feedback loops, listening sessions, and inclusion efforts.
Support mental health and wellness initiatives, DEI activities, and programs that enhance connectivity and morale across distributed, multi‑site environments.
Serve as a culture ambassador, modeling professionalism, integrity, and collaborative problem‑solving.
Safety & Operational Excellence Reinforce Xerxes’ commitment to a safe, compliant work environment by supporting HSE initiatives, SOP development, and hazard assessment documentation.
Ensure leaders and employees uphold safety protocols and foster a culture where safety is a shared responsibility.
Promote alignment between HR practices and safe work procedures, recognizing safety as a fundamental organizational value.