Human Resources Business Partner

PERMA PIPE INC

2d • Onsite

About The Position

The Human Resources Business Partner (HRBP) serves as both a strategic and tactical partner to leaders across U.S. manufacturing operations. This role supports the execution of HR initiatives that drive business performance, employee engagement, and regulatory compliance. You will work closely with plant leadership and cross-functional teams to provide day-to-day HR guidance, lead employee relations matters, and support workforce planning and organizational development. This is a high-impact, hands-on role with visibility across multiple locations. The role is situated in Lebanon, TN (USA) and is not a remote or hybrid position. Perma-Pipe International Holdings, Inc is a dynamic, global supplier of pipe coating solutions and factory pre-insulated piping systems serving the oil & gas, district heating and cooling, and industrial markets. With a strong focus on quality, safety, and innovation.

Requirements

• 3+ years of Human Resources experience, preferably in a multi-site manufacturing or operations environment.
• Bachelor’s degree or diploma in Human Resources or related field.
• Strong knowledge of state and local employment laws and HR best practices.
• Experience with HRIS systems (e.g., Paycom, ERP platforms).
• Proficiency in Microsoft Office (Excel, Word, Outlook).
• Ability to analyze HR data and provide actionable insights.
• Strong interpersonal, communication, and problem-solving skills.
• Self-starter with the ability to manage multiple priorities in a fast-paced environment.

Nice To Haves

• Experience supporting new plant startups or expansions is a plus.

Responsibilities

• Strategic HR Partnership Partner with managers and supervisors to align HR practices with operational and business goals.
• Support workforce planning, headcount management, and organizational design.
• Analyze trends (turnover, absenteeism, engagement) and provide actionable insights.
• Assist in implementing HR strategies across multiple sites.
• Employee Relations & Performance Management Lead employee relations activities including investigations, conflict resolution, disciplinary actions, and terminations.
• Support union-related matters and ensure effective partnership where applicable.
• Coach leaders on performance management, documentation, and progressive discipline.
• Ensure consistent and fair application of policies across all departments.
• Policy, Compliance & Risk Management Interpret and apply company policies along with state and local employment regulations.
• Ensure compliance with employment laws, internal procedures, and audit requirements.
• Identify risks and escalate complex issues to HR leadership as needed.
• Maintain accurate documentation and compliance records.
• Talent Acquisition & Workforce Development Partner with hiring managers to support recruitment and selection processes, including high-volume hiring.
• Support onboarding and integration of new employees and new facilities.
• Assist with leadership development, succession planning, and talent identification initiatives.
• Leadership Coaching & Development Serve as a trusted advisor to supervisors and managers.
• Provide coaching on employee management, communication, and team effectiveness.
• Support leadership training initiatives and reinforce accountability across teams.
• HR Programs & Initiatives Support rollout and sustainment of HR programs (performance management, attendance, LMS training).
• Participate in HR projects focused on process improvement and standardization.
• Assist in developing tools, templates, and best practices for leaders.
• Payroll, Benefits & HR Systems Partner with payroll to ensure accurate processing of hourly data and pay changes.
• Assist with employee benefits inquiries and support resolution as needed.
• Maintain employee data within HRIS systems (e.g., Paycom, ERP platforms).
• Support reporting and data validation related to headcount, attendance, and employee status.
• Ensure compliance with employment legislation, internal procedures, and audit requirements
• Identify potential risks and escalate complex issues to the HR Manager as needed
• Support documentation and record-keeping for compliance purposes
• Support HR Manager on all activities related to leadership development, talent identification, succession planning and organizational development
• Partner with hiring managers to support recruitment activities and selection processes, inclusive of high-volume hiring for new facilities
• Support onboarding and integration of new employees and new plants.
• Act as a trusted advisor to supervisors and managers on HR-related matters
• Provide coaching on employee management, communication, and team effectiveness
• Support leadership training initiatives (e.g., attendance management, policy application)
• Reinforce accountability and consistency across leadership teams
• Support rollout and sustainment of HR programs (e.g., attendance management, LMS training, performance processes)
• Participate in HR projects focused on process improvement and standardization
• Assist in developing tools, templates, and best practices for leaders
• Partner with centralized payroll to ensure hourly data and pay changes are accurately captured.
• Triages benefits and insurance questions as necessary
• Maintain accurate employee records and support HRIS processes (e.g., Paycom, Barcom, Visual)
• Support reporting and data validation related to headcount, attendance, and employee status.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 1-10 employees