HR Business Partner or Manager & Recruiting

Stoughton Trailers, LLC•Woodway, TX

About The Position

The Human Resources Business Partner supports leaders in developing and executing workforce strategies aligned with business goals, provides guidance on employee relations and performance management, and supports organizational design, succession planning, talent development, engagement, and retention. The role analyzes workforce metrics and trends, leads employee relations investigations and resolutions, supports change initiatives, identifies training needs, and promotes compliance with employment regulations and company policies, as well as company culture, values, and inclusion initiatives. The position also leads talent acquisition and recruiting, developing strategies for hourly, professional, technical, and leadership hiring. It manages full-cycle recruitment, candidate pipelines, recruiting metrics, hiring-manager partnerships, recruitment marketing, employer branding, agency relationships, recruiting processes, candidate experience, onboarding, and orientation. Strategic responsibilities include developing hiring forecasts and staffing plans, leading process-improvement and HR technology initiatives, reporting workforce and recruiting analytics to leadership, partnering with Finance and Operations on labor planning and budgeting, assisting with compensation benchmarking, and supporting mergers, acquisitions, organizational growth, and workforce restructuring.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
At least 5 years of Human Resources and/or Talent Acquisition experience.
Experience supporting manufacturing, operations, distribution, or corporate environments.
Strong knowledge of employment law, employee relations, and recruitment best practices.
Experience managing multiple requisitions and priorities in a fast-paced environment.
Excellent communication, relationship-building, and problem-solving skills.
Proficiency with HRIS, ATS, and Microsoft Office applications.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Experience with UKG Recruiting and Human Resource systems.
Experience managing staffing agencies and contingent workforce programs.
Knowledge of workforce planning, succession planning, and organizational development.

Responsibilities

Partner with leaders to develop and execute workforce planning strategies aligned with business goals.
Advise and coach managers on employee relations, performance management, employee engagement, and policy interpretation.
Support organizational design, succession planning, and talent development initiatives.
Analyze workforce metrics and trends and recommend solutions to improve retention, productivity, and employee experience.
Lead employee relations investigations and resolutions while ensuring compliance with employment laws and company policies.
Support change management and organizational transformation projects.
Collaborate with leadership to identify training and development needs.
Drive employee engagement programs and retention strategies.
Ensure compliance with federal, state, and local employment regulations.
Promote company culture, values, and inclusion initiatives.
Develop and execute recruiting strategies for hourly, professional, technical, and leadership hiring.
Manage full-cycle recruitment, including sourcing, screening, interviewing, offer negotiation, and onboarding coordination.
Build and maintain candidate pipelines through direct sourcing, networking, employee referrals, schools, community partnerships, and staffing agencies.
Establish recruiting metrics and reporting for effectiveness, time-to-fill, quality of hire, and cost-per-hire.
Partner with hiring managers to understand workforce needs and create proactive recruiting plans.
Oversee recruitment marketing and employer branding initiatives.
Ensure a positive candidate experience throughout the hiring process.
Manage third-party staffing agencies and recruiting vendors.
Develop and implement recruiting processes and best practices to improve efficiency and hiring outcomes.
Lead onboarding and orientation programs to support successful employee integration.
Develop and monitor hiring forecasts and staffing plans.
Lead process-improvement, HR technology optimization, and talent acquisition effectiveness projects.
Create and present workforce analytics, recruiting performance, and staffing health reports to leadership.
Partner with Finance and Operations on labor planning and budgeting initiatives.
Assist with compensation benchmarking and market analysis as needed.
Support mergers, acquisitions, organizational growth, and workforce restructuring initiatives.