Human Resources Business Partner
AstroNova, Inc.•West Warwick, RI
•Onsite
About The Position
AstroNova, Inc. is seeking a seasoned, highly credible, and results-oriented Human Resources Business Partner (HRBP) to support its critical manufacturing operations. This role is designed for an experienced HR leader who can demonstrate success operating in a complex, fast-paced manufacturing environment and thrives in environments that partner closely with senior leadership and plant management to drive strategic business initiatives. This on-site, highly collaborative role offers significant exposure to leadership along with accountability for day-to-day HR operations and long-term organizational initiatives. The position requires a proactive, independent professional capable of driving organizational outcomes.
Requirements
- Bachelor’s degree in Human Resources, Business Administration, or related field
- 5+ years of progressive HR experience, including significant HR Business Partner experience supporting manufacturing or industrial operations
- Strong talent acquisition experience
- Proven ability to influence and partner with managers and senior leadership on HR initiatives
- Strong organizational, communication, and project management skills
- Strong analytical and problem-solving abilities with the ability to use data to drive decisions
- Proven ability to manage multiple priorities and projects simultaneously and deliver results under pressure
- Collaborative and solutions-oriented mindset
- Proficiency in Microsoft Office and HRIS systems– preferably ADP
Nice To Haves
- Bilingual – Spanish fluency preferred
- Experience with ADP Workforce Now a strong plus
- CEBS and/or CPP certifications a plus
- CAPM or PMP a plus
Responsibilities
- Partner with managers and leadership to support, drive and influence business objectives and organizational initiatives
- Provide guidance on employee relations, performance management, workforce planning, and employee engagement
- Lead change management initiatives, organizational design, and process improvement efforts with measurable outcomes
- Own and execute talent and succession planning initiatives (including identification of critical roles, bench strength gaps, and targeted development actions), management training, and compliance training initiatives
- Oversee and ensure compliant administration of employee leave programs, including FMLA, STD, and other applicable state and federal leave laws
- Partner closely with and support EHS and operations leadership with workers compensation administration and safety initiatives
- Serve as the primary point of contact for employees and managers regarding leave requests, eligibility, documentation, and return-to-work processes
- Maintain accurate leave records and coordinate with payroll, benefits providers, and management as needed to support workforce planning.
- Own, maintain, process, and track employment transactions and HR documentation
- Assist with HRIS administration, reporting, and data integrity; leverage data to identify trends and risks
- Support compensation, benefits, and workforce analysis initiatives; provide clear, actionable recommendations to leadership
- Drive engagement, survey administration, action planning, and employee communication initiatives with accountability to leadership teams
- Deliver training and development programs with demonstrated impact on leadership development, management training, and role-based training
- Participate in cross-functional and enterprise-wide HR projects as assigned
- Assist with developing and implementing HR programs, policies, and best practices
- Support organizational change and integration efforts, including process standardization
- Establish standardized, scalable, and sustainable HR operating practices across the organization
- Design, implement, and continuously improve core HR processes, including employee lifecycle management, employee relations procedures, and compliance workflows
- Develop and maintain structured HR templates, documentation, and playbooks to ensure consistency, efficiency, and risk mitigation across sites and functions
- Report key HR metrics (e.g., turnover, absenteeism, time-to-fill, employee relations trends) to leadership to assist with action plans
- Leverage HRIS and other systems to enhance reporting capabilities, streamline processes.
- Drive continuous improvement initiatives focused on operational efficiency, scalability, and alignment with manufacturing and business needs
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
