Human Resources Business Partner

County Materials Family of Companies•Thompson Township, OH

24d•Hybrid

About The Position

The Human Resources Business Partner (HR Business Partner / HRBP) serves as a strategic advisor to business leaders, aligning human resources strategies with organizational and site-level business goals. This role partners closely with leadership and employees to drive talent management, employee engagement, organizational effectiveness, and workforce performance. The HRBP provides expert guidance across employee relations, recruiting, performance management, labor relations, compliance, and change management, ensuring adherence to employment laws and company policies. By leveraging HR analytics, business insight, and HR best practices, the HR Business Partner delivers scalable people solutions that support operational excellence and sustainable business growth while fostering a positive, inclusive, and high-performing workplace culture.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Management, or a closely related field
Minimum of four (4) years of human resources experience in a manufacturing, industrial, or plant-based environment
Strong working knowledge of all core Human Resources functions, including employee relations, performance management, talent acquisition, compensation, benefits, and HR compliance
In-depth understanding of employment law, labor laws, and regulatory compliance at the local, state/provincial, and federal levels
Demonstrated experience creating and sustaining collaborative, positive, and effective employee relations in fast-paced or union-sensitive environments
Proven track record of successfully supporting organizational change initiatives, transformation efforts, and continuous improvement programs
Strong ability to partner with business leaders and managers to align HR strategies with operational and business objectives
Ability to identify, analyze, and resolve organizational and individual performance issues using innovative, data-driven, and people-focused solutions
Experience with HRIS timekeeping systems or similar workforce management tools; participation in system implementations or upgrades strongly preferred
Ability to provide effective HR guidance and consultation at all organizational levels, from frontline employees to senior leadership
Excellent verbal and written communication skills, with the ability to communicate clearly, succinctly, and persuasively across diverse audiences
Comprehensive knowledge of HR best practices, tools, and methodologies gained through progressive experience and professional development
Ability and willingness to travel up to 30%, with travel demands varying based on assigned locations and business needs

Responsibilities

Design and implement HR strategies, guidelines, and procedures aligned with corporate HR policies to support short- and long-term business objectives
Serve as a trusted advisor to site and business leaders on workforce planning, leadership effectiveness, organizational design, and change management
Partner with the Talent Acquisition team to manage end-to-end recruiting processes, including workforce need assessment, organizational design review, job postings, hiring events, interviews, selection, and offers
Interview and support the selection of salaried and key personnel while ensuring compliant, consistent hiring practices
Provide leadership coaching and HR guidance to managers on employee relations matters, investigations, corrective actions, and conflict resolution
Support the creation of a high-engagement, high-productivity work environment through proactive coaching and employee relations assessments
Promote positive employee relations to minimize risk of collective bargaining activity
Support wage and compensation administration in line with corporate compensation frameworks
Act as the local HR point of contact for employee benefits, investigations, safety-related HR matters, and policy interpretation
Ensure compliance with all applicable local, state/provincial, and federal labor laws
Provide consistent interpretation and application of employment legislation and company policies across the site
Lead and support initiatives related to organizational design, workforce effectiveness, performance management, succession planning, and competency development
Champion a culture of continuous improvement and operational excellence through HR-focused initiatives
Maintain accurate HR records and compile reports related to hires, transfers, performance evaluations, attendance, and other workforce metrics
Leverage HR data and analytics to identify trends, risks, and opportunities for improvement
Promote company values, ethics, and culture through HR programs and leader partnership
Perform other duties and HR projects as assigned