Human Resources Business Partner

PEPL•Duluth, GA

10d•Onsite

About The Position

PEPL, Inc. is seeking a Human Resources Business Partner for a manufacturing client in Duluth, GA. The HR Business Partner partners closely with business leaders to ensure that people practices support organizational objectives while remaining aligned with global HR policies, processes, and culture. The position combines operational execution with business partnership responsibilities and serves as the local ambassador of the HR function within the United States.

Requirements

Strong understanding of US employment practices and HR processes.
Experience with recruitment platforms and HRIS systems.
Ability to analyze HR metrics and translate data into recommendations.
Knowledge of compensation, performance management and talent development practices.
Proficiency in Microsoft Office applications
Proactive and hands-on, with strong planning and organizational skills to manage multiple priorities.
Strong interpersonal and communication skills, with the ability to build trusted relationships across all levels of the organization.
Proven coaching and consulting skills; capable of challenging, guiding, and supporting managers in a constructive way.
Strong cultural sensitivity and the ability to model and promote company values in everyday interactions.
Strong problem-solving and decision-making skills, with a structured and objective approach to people-related challenges.
High level of integrity and professional ethics.
Must be a US Person
Bachelor’s degree in Human Resources, Business Management, or related field required.
Must have at least 5 years of experience as an HR Business Partner or equivalent role, preferably in a manufacturing, technical, or international environment.
Experience with recruitment, employee relations, performance management, change management, and learning & development.
Solid understanding of HR tools and systems (e.g. HRIS, recruitment platforms, reporting tools).

Nice To Haves

PHR or SPHR certification preferred.
Experience working in an international organization preferred.

Responsibilities

Act as the local HR point of contact for US employees and managers, providing guidance across the employee lifecycle.
Oversee human resources programs, including, but not limited to, compensation administration, leave of absence, disciplinary matters, disputes and investigations, talent acquisition, talent management, performance, recognition and employee development.
Support and guide managers with employee relations, performance management, talent development, engagement and conflict resolution.
Coordinate and manage local recruitment activities, including intake meetings, candidate follow-up, interviews, offer coordination and onboarding preparation.
Ensure a consistent and positive candidate and employee experience.
Coordinate onboarding and offboarding activities in cooperation with managers, IT, facilities and other stakeholders.
Support the local execution of the performance review, merit, bonus and talent review cycles in line with the corporate HR framework.
Provide local input on workforce planning, succession planning, employee development and organizational needs.
Act as first point of contact for US benefits, payroll and HR administrative questions, ensuring timely resolution and escalation where required.
Support benefit administration, employee enrollments and annual benefits processes, while providing guidance to employees on available programs.
Maintain accurate employee data and support HR reporting, audit documentation and compliance follow-up.
Ensure local HR practices comply with applicable US employment requirements and company internal policies.
Ensure compliance with hiring, employment, benefits, and other laws, regulations, and requirements (e.g., EEO - Equal Employment Opportunity, FMLA – Family and Medical Leave Act, FLSA – Fair Labor Standards Act, ADA – The Americans with Disabilities Act, HIPAA - Health Insurance Portability and Accountability Act, OSHA – Occupational Health and Safety Act, Workers Compensation, etc.)
Contribute to continuous improvement of HR processes, employee communication and manager support.
Promote company values, culture and expected behaviors in daily HR practice.
Adhere to company procedures and instructions to contribute to the effectiveness of the quality and environmental management system and to minimize environmental impact.