Human Resources Business Partner

IDEX•Albuquerque, NM

27d•Onsite

About The Position

The HR Business Partner supports manufacturing site and functional leaders by providing strategic and consultative HR support focused on employee relations, performance management, engagement, workforce and talent development. Reporting directly to the HR Director, MSS Global Operations, this role partners with leaders on complex people matters, organizational change, and workforce needs, while supporting consistent application of HR practices across assigned sites. The HRBP advises leaders on workforce planning, organizational effectiveness, talent needs, and organizational design. The position supports recruiting and onboarding, leadership transitions, employee development, engagement and performance processes, and complex employee relations matters. It also helps implement HR programs and processes, supports digital enablement and automation efforts, analyzes HR data, and partners with HR leadership on priorities and execution. The role is performed on site within a manufacturing facility, including areas where production equipment and machinery are present. Travel may be required to support assigned sites, leaders, investigations, and key HR activities.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or a combination of education and experience equivalent to 6–8 years.
A minimum of 6–8 years of progressive Human Resources experience, including experience in a Senior HR Generalist or HR Business Partner role.
Demonstrated experience supporting employee relations, performance management, and manager coaching.
Strong working knowledge of employee relations practices, investigations, performance management, and corrective action processes.
Ability to coach and influence leaders through complex and sensitive people matters.
Strong judgment and discretion when handling confidential and sensitive information.
Ability to interpret and apply HR policies, procedures, and employment laws consistently.
Strong written and verbal communication skills.
Ability to build effective working relationships across all levels of the organization.
Ability to manage multiple priorities, meet deadlines, and operate effectively in a fast-paced environment.
Ability to analyze HR data and identify trends, risks, and opportunities for action.
Proficiency with HR systems and standard business software tools.
Ability to remain stationary for extended periods, communicate effectively, operate a computer and other office productivity equipment, move around the facility as needed, and occasionally lift and carry materials up to 25 pounds.
Ability to work in a manufacturing environment, follow site safety policies, and use required personal protective equipment.

Nice To Haves

Experience supporting leaders in a manufacturing, operations, or multi-site environment.
PHR or SPHR certification.
Experience with Workday, KRONOS, and Microsoft Office.
Willingness and ability to travel as required to support assigned sites, leaders, investigations, and key HR activities.

Responsibilities

Partner with site and functional leaders on people-related decisions and leadership effectiveness to drive business objectives and organizational performance.
Advise leaders on workforce planning, organizational effectiveness, and talent needs.
Support organizational design by assessing capability needs, role clarity, and structural alignment with business goals.
Work with hiring managers and the Talent Acquisition team to recruit and onboard employees.
Act as a change partner during leadership transitions, organizational shifts, and periods of growth.
Coach managers and leaders on performance management, feedback, accountability, and employee development.
Build leadership and team capability through targeted development initiatives with leaders.
Provide HR guidance and interpret HR guidelines and procedures to support compliance with applicable laws, regulations, and industry standards.
Coach leaders on fostering an inclusive, values-aligned IDEX culture.
Partner with leaders to identify talent risks, development needs, and succession considerations.
Support engagement efforts, including reviewing engagement surveys and planning leader actions.
Support performance review cycles, emphasizing development, fairness, and follow-through.
Support leaders with performance improvement plans and corrective action decisions.
Lead and support complex and sensitive employee relations matters in partnership with the HR Manager.
Conduct or support investigations involving leadership or higher-risk employee relations situations.
Identify people-related risks and escalate concerns appropriately.
Help ensure consistent application of HR policies, practices, and expectations.
Analyze HR data and trends to inform leadership decisions and proactive interventions.
Gather leader and employee feedback to inform continuous improvement of HR programs, processes, and policies.
Support implementation of company HR programs and processes across assigned sites.
Support digital enablement and adoption of new HR tools and processes by leaders and employees.
Partner with HR leadership to evaluate and implement automation solutions that strengthen HR operational capabilities.
Partner with the HR Director on HR priorities, initiatives, and execution.
Support onboarding and development of HR team members as needed.