Human Resources Business Partner

Ichor•Fremont, CA

22h•Onsite

About The Position

Ichor Systems has an immediate opportunity for a Human Resources Business Partner, located in Fremont, CA. The HR Business Partner owns the full employee lifecycle for Ichor Precision Weldments (IPW) and supports a population of approximately 120 employees — including frontline manufacturing, professional supporting functions and site leadership. The role requires technical HR expertise and operational execution across all HR disciplines, a strong command of state (CA) and federal employment law, and the ability to effectively partner with, advice, and counsel employees at all levels of the organization. Reporting to the Senior Director HRBP, the HR Business Partner serves as a trusted partner providing comprehensive HR support for our Fremont, CA manufacturing site. This role is primarily focused on supporting manufacturing leadership and frontline employees, helping to drive effective people strategies, employee engagement, and operational success.

Requirements

8+ years of progressive HRBP or HR Management experience in manufacturing, preferably semiconductor or a comparable high-complexity industrial environment (i.e. Aerospace or automotive)
Bachelors Degree in Human Resources, Business, or a related field.
Demonstrated experience as the sole or primary HR professional at a site, with ownership across multiple HR disciplines simultaneously.
Expert-level knowledge of California employment law and wage-and-hour regulations, with direct application in a manufacturing or operations environment.
Proven ability to coach and influence senior leaders on organizational effectiveness, change management, and workforce strategy.
Strong employee relations background, including independent investigations, performance management, and complex case resolution.
Experience supporting hourly/non-exempt manufacturing populations, including shift workers and production technicians, in addition to salaried and management employees.
High proficiency with HRIS systems and comfort with HR analytics and data-driven decision-making.
Experience in the semiconductor, high-tech manufacturing, or defense/aerospace sector.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
Experience partnering with centralized COEs in a matrixed HR model.

Nice To Haves

Experience in the semiconductor, high-tech manufacturing, or defense/aerospace sector.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification.

Responsibilities

Serve as a trusted advisor and coach to site leaders on organizational design, team effectiveness, workforce planning, and talent development.
Lead and facilitate change management initiatives and cultural transformation efforts, ensuring leaders and employees are equipped to navigate change successfully.
Partner with site leaders and functional leaders to assess organizational health, identify capability gaps, and co-create solutions that strengthen team performance and engagement and enable scale.
Conduct workforce planning analysis to align headcount and skills with site operating needs, partnering with the TA COE on hiring prioritization and pipeline strategies.
Manage the full range of employee relations matters, including performance management, conflict resolution, disciplinary actions, and separations, with appropriate documentation and consistency.
Conduct thorough, impartial workplace investigations and partner with legal counsel as appropriate to resolve complex or sensitive matters.
Coach managers to deliver timely, constructive feedback, and navigating difficult conversations to improve individual and team performance.
Foster a positive, inclusive work environment by promoting respectful workplace practices across both production floor and management populations.
Ensure site-level compliance with all applicable federal, California state, and local employment laws, including FLSA, FEHA, CFRA, FMLA, Cal/OSHA, and local ordinances.
Apply expert knowledge of California wage-and-hour law — including meal and rest period requirements, overtime classifications, expense reimbursement, and final pay rules to manufacturing operations where wage-and-hour risk is elevated.
Audit and maintain HR policies, practices, and documentation to ensure ongoing compliance; proactively identify and remediate compliance gaps.
Manage leave administration (FMLA/CFRA/PDL/SDI) and ADA/FEHA accommodations in accordance with California requirements.
Serve as the site subject matter expert on employment law developments, communicating updates and implications to site leadership in practical, actionable terms.
Partner with the Talent Acquisition COE to support hiring for the site — defining role requirements, supporting selection processes, facilitating offer approvals, and ensuring an outstanding candidate and onboarding experience.
Collaborate with the Compensation COE on job evaluations, offer recommendations, merit cycle execution, and equity reviews; advise managers on total rewards considerations within established frameworks.
Drive site-level performance management, ensuring consistent calibration, meaningful development conversations, and timely goal-setting across the employee population.
Identify learning and development needs, curating or coordinating training solutions for leadership, compliance, and skills development.
Maintain accurate employee records and HRIS data, ensuring all personnel transactions are processed correctly in a timely matter.
Generate and interpret site HR metrics (attrition, headcount, time-to-fill, engagement) to identify trends and inform decision-making; present insights to site leadership.
Manage I-9 compliance and partner with immigration counsel on work authorization matters as needed.
Support annual HR programs including open enrollment, engagement surveys, compensation cycles, and compliance training deployment.