Human Resources Business Partner

County Materials Family of Companies•Youngwood, PA

39d•Onsite

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic advisor to business leaders, aligning human resources strategies with organizational and site-level business goals. The role partners with leaders and employees to support talent management, employee engagement, organizational effectiveness, and workforce performance. The HRBP provides guidance across employee relations, recruiting, performance management, labor relations, compliance, and change management, ensuring adherence to employment laws and company policies. Using HR analytics, business insight, and HR best practices, the HRBP delivers people solutions that support operational excellence and sustainable growth while fostering a positive, inclusive, high-performing workplace culture. The position is based in Youngstown, Pennsylvania, and is typically performed onsite indoors in an office or plant, with moderate noise exposure. The role is full-time, generally working 40 or more hours per week from 7 a.m. to 4 p.m. Travel of up to 30% is required, varying with assigned locations and business needs. Physical expectations include frequent standing, walking, bending, reaching, or handling materials and equipment; occasional climbing, kneeling, crawling, or lifting and moving up to 25 pounds; and potentially operating tools, equipment, or vehicles associated with the position.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Management, or a closely related field.
At least four years of human resources experience in a manufacturing, industrial, or plant-based environment.
Fluency in English and Spanish, including the ability to read, write, speak, and accurately translate information between both languages.
Strong working knowledge of core HR 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 local, state/provincial, and federal levels.
Demonstrated experience creating and sustaining collaborative, positive, and effective employee relations in fast-paced or union-sensitive environments.
Ability to support organizational change initiatives, transformation efforts, and continuous improvement programs.
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.
Ability to provide HR guidance and consultation at all organizational levels, from frontline employees to senior leadership.
Excellent verbal and written communication skills, including the ability to communicate clearly, succinctly, and persuasively with 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 demands varying according to assigned locations and business needs.
Ability to concentrate, follow detailed instructions, communicate effectively, and safely perform job duties.
Ability to perform the essential duties and responsibilities; reasonable accommodation may be made for individuals with disabilities.

Nice To Haves

Experience with HRIS timekeeping systems or similar workforce management tools.
Participation in HRIS or workforce management system implementations or upgrades is strongly preferred.

Responsibilities

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