Human Resources Business Partner

Cremer North America•Cincinnati, OH

22h•Onsite

About The Position

Cremer North America is seeking a Regional HR Business Partner to serve as the senior HR leader for our North American operations. This is a highly visible, strategic role with direct influence over leadership, workforce strategy, and organizational evolution across four manufacturing facilities. North America is at a pivotal growth stage. We are looking for a pragmatic HR builder who can bring structure, scalability, and business alignment in a fast-moving environment. Cremer North America Cremer Oleo is part of a family-owned global oleochemicals organization with approximately $3B in revenue and a strong North American presence across four manufacturing facilities. As our Regional HR Business Partner, you will lead HR strategy for the North America region, partnering directly with senior leadership to align people initiatives with business growth, operational excellence, and organizational transformation. What You Will Do This is a highly visible, hands-on leadership role responsible for defining and executing the annual HR roadmap for the region. You will serve as a strategic advisor to Operations, Finance, Information Technology, and Commercial leaders, while leading and developing the regional HR team. We are seeking someone who can think beyond established processes — bringing structure, creativity, and pragmatic solutions in an evolving and decentralized environment. Based onsite in Cincinnati, this role supports four facilities and plays a key part in shaping scalable HR practices as the business continues to grow, including planned expansion in Louisiana. This is an opportunity for an independent HR leader who thrives in fast-paced environments, can manage complexity with calm confidence, and is motivated to build lasting impact.

Requirements

Bachelor’s degree in HR, Business, or related; advanced degree or HR certificate (e.g. SHRM-SCP, SPHR) preferred.
5 to 8 years of progressive HR experience, including generalist + business partnering roles in matrixed organizations.
Demonstrated experience in manufacturing / distribution or industrial sectors and leading organizational change, or cultural evolution initiatives.
Strong knowledge of U.S. employment law, pay equity, compliance, policies.
Proven leadership skills, with experience managing Business Partner resources.
Proven strength in influencing, communicating, and strong capability in stakeholder management and navigating ambiguity
Strong analytical capabilities, comfortable with HR metrics, dashboards, data to drive decisions.
Ability to participate in cross-regional HR projects with global HR partners.

Responsibilities

Serve as the strategic HR leader for the NA region, developing and executing an HR roadmap aligned to business strategy, including workforce planning, talent management, and organizational design.
Lead HR transformation and change management initiatives to elevate people capabilities, leadership effectiveness, and organizational performance across the region.
Act as HR Business Partner to NA Commercial, Finance, and IT functions: guide leadership teams on talent strategy, performance management, succession planning, organizational change, culture, and employee engagement.
Drive and embed change management frameworks (communication plans, stakeholder alignment, impact assessments, leadership coaching) to ensure successful adoption of new structures, processes, and cultural initiatives.
Workforce Planning Alignment – Partner with site HR and Business Leaders to forecast annual hiring needs and translate capability plans into recruiting priorities
Support hourly staffing and recruitment strategy defined and managed by Cincinnati Operations Sr HR Business Partner and HR Manager of CVP.
Lead and coach HR partners across sites/offices in NA.
Coach senior leaders through transformation, including capability building, performance culture evolution, and organizational effectiveness initiatives.
Ensure compliance with U.S. employment laws and partner with legal / external counsel as needed.
Oversee HR metrics, analytics, and reporting across NA (turnover, headcount, diversity, engagement, etc.).
Partner with COEs (Compensation & Benefits, L&D, Talent, Payroll) to localize global HR programs for NA.
Lead or support organization change initiatives in NA.
Budget and resource planning for the HR function in NA.
Representing HR North America in senior leadership meetings and discussions, serve as advisor on people risks.