Human Resources Generalist

Mitsubishi Heavy Industries, Ltd.•Orlando, FL

11d•Onsite

About The Position

The Human Resources Business Partner (HRBP) serves as a trusted advisor to leaders, translating HR strategy into practical execution for a dynamic advanced manufacturing facility supporting more than 350 employees engaged in turbine component manufacturing and repair. The HRBP provides consultative leadership across employee relations, performance and talent management, workforce planning, recruiting strategy, compensation decisions, organizational change, and policy interpretation. This role independently handles complex employee relations matters, converts workforce insights into action, and influences hiring, promotion, and development opportunities.

Requirements

Bachelor's degree in Human Resources, Business Administration, Management, or a related field is strongly preferred. Equivalent professional experience may be considered in lieu of a degree.
Five to seven years of progressively responsible Human Resources experience supporting manufacturing, distribution, or operational environments.
Demonstrated experience independently managing complex employee relations matters and workplace investigations.
Demonstrated experience advising leaders on performance management, talent decisions, workforce planning, recruiting strategy, and organizational change.
Strong business insight, analytical capability, judgment, and ability to translate workforce data into action.
Demonstrated ability to maintain strict confidentiality and exercise sound judgment when handling sensitive employee, compensation, investigation, and business information.
Strong attention to detail, accuracy, and follow-through, with the ability to identify risks, maintain data integrity, and ensure compliance in a fast-paced operational environment.
Exceptional consulting, influencing, written communication, and verbal communication skills, including the ability to balance multiple stakeholders.
Ability to work effectively in a fast-paced onsite operational environment and manage multiple priorities with strong attention to detail.
Proficiency in Microsoft Office Suite, including Word, Excel, PowerPoint, and Outlook; experience with SuccessFactors and UKG is preferred.
Demonstrated competencies in Drives Results, Business Insight, Balances Stakeholders, and Develops Talent.

Nice To Haves

Experience with SuccessFactors and UKG

Responsibilities

Serve as a trusted advisor to leaders, translating business and HR strategy into actionable people plans and solutions.
Coach leaders on performance management, talent reviews, employee development, succession considerations, and difficult talent decisions.
Lead complex employee relations cases and workplace investigations independently, recommending appropriate and consistent actions.
Interpret and apply company policies and sound judgement and decision making in ambiguous situations while balancing business needs, employee considerations, risk, and precedent.
Advise leaders on hiring, promotions, compensation decisions, corrective actions, organizational changes, and employee exits.
Identify emerging workforce trends, organizational risks, and talent needs and provide recommendations that support business objectives and future workforce readiness.
Partner with leaders on workforce planning, organizational capability, staffing needs, and workforce stability initiatives.
Lead execution and support adoption of core HR programs for assigned business groups, including performance management, employee engagement, and talent processes.
Partner with Talent Acquisition and business leaders to develop recruiting strategies, define role requirements, and support selection and offer decisions.
Analyze workforce metrics, engagement results, turnover trends, and other HR data; convert insights into clear recommendations and actions.
Lead or support small-scale organizational changes and reorganizations, including change planning, leader coaching, and employee communications.
Advise on compensation offers and individual compensation changes in accordance with established guidelines and internal equity considerations.
Collaborate across the HR team and Centers of Excellence to deliver consistent, practical, and business-focused solutions.
Monitor outcomes such as engagement, regrettable attrition, talent readiness, and workforce stability, and adjust plans as needed.
Support and communicate the mission, values, and culture of the organization.
Maintain the highest degree of honesty, integrity, confidentiality, and professional judgment.
Complete other projects and responsibilities as assigned.