Human Resources Business Partner

Mission Produce•Swedesboro, NJ

5d•Onsite

About The Position

The Human Resources Business Partner (HRBP) serves as a high-level individual contributor and trusted advisor to Mission Produce’s leadership team, aligning HR strategies with business objectives while providing hands-on support for site-level workforce planning, employee relations, performance management, compliance, engagement, and organizational development initiatives. This role supports a diverse employee population, including hourly, non-exempt, shift-based, and experienced operational employees, and partners closely with leaders to address workforce needs, strengthen retention, promote accountability, and support consistent application of company policies and employment practices. The HRBP is expected to operate with a high degree of independence, sound judgment, discretion, and business acumen while managing sensitive employee matters, coaching leaders, supporting change-management efforts, and recommending practical, people-focused solutions that advance Mission’s operational and organizational priorities.

Requirements

Minimum 5+ years of progressive HR experience, preferably in a business partner, generalist, employee relations, or site-level HR role supporting high-volume operational employee populations.
Demonstrated ability to operate as a high-level individual contributor with sound judgment, discretion, and ownership of complex HR matters from intake through resolution.
Strong employee relations and investigation experience, including the ability to assess risk, document findings, recommend corrective action, and maintain confidentiality.
Experience supporting hourly, non-exempt, shift-based, and experienced employee populations with varying workforce needs and operational priorities.
Strong working knowledge of federal, state, and local employment laws; California employment law experience strongly preferred.
Demonstrated ability to influence, coach, and build credibility with leaders and employees at all levels of an organization.
Excellent communication, analytical, problem-solving, documentation, and decision-making skills.
Ability to manage shifting priorities, sensitive issues, and competing business needs while maintaining professionalism and confidentiality.
Proficiency in Microsoft PowerPoint, Excel, Word, and Outlook; HRIS system experience preferred.
Bilingual in Spanish and English is required.

Responsibilities

Serve as a trusted HR partner to site-level leadership, providing practical guidance that supports workforce stability, operational effectiveness, employee engagement, and compliance.
Partner with leaders to understand business goals, workforce needs, organizational challenges, and employee trends; develop HR strategies that support operational and organizational objectives.
Provide guidance on organizational structure, workforce planning, job design, staffing alignment, team development, and leadership effectiveness.
Analyze HR metrics, including turnover, attendance trends, engagement feedback, staffing levels, and employee relations activity; recommend actionable solutions to improve retention, accountability, consistency, and employee experience.
Serve as the primary point of contact for complex employee relations matters; conduct thorough and objective investigations, assess risk, recommend corrective actions, and ensure consistent application of company policies and employment practices.
Coach managers on performance management, conflict resolution, employee communication, documentation practices, accountability, and employee engagement.
Provide HR guidance for hourly, non-exempt, shift-based, and experienced operational employee populations, including matters involving attendance, conduct, performance expectations, workplace concerns, and policy interpretation.
Identify training needs and coordinate development programs for managers and employees that strengthen leadership capability, communication, compliance, and employee effectiveness.
Support succession planning, talent development, leadership readiness, and workforce continuity initiatives.
Ensure compliance with all applicable federal, state, and local employment regulations, including consistent documentation and audit-ready HR practices.
Review policies, recommend updates, and support consistent application across departments, employee groups, and leadership teams.
Maintain a visible and credible HR presence with leaders and employees while managing sensitive information with discretion, professionalism, and confidentiality.
Participate in and help lead site-wide engagement programs, communication efforts, recognition initiatives, and change-management activities.
Partner cross-functionally with HR Operations, Talent Acquisition, Payroll, Safety, Legal, Compliance, and site leadership to resolve employee matters, improve processes, and support business priorities.