Human Resources Business Partner

IDEX Corporation•Keene, NH

3d•Onsite

About The Position

If you’re looking for a special place to build or grow your career, you’ve found it. Whether you’re an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact. With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses around the globe, chances are, we have something special for you. Position Summary The HR Business Partner supports site and functional leaders by providing strategic and consultative HR support focused on employee relations, performance management, engagement, and talent acquisition and development. This role partners closely with the Director of HR to support leaders through complex people matters, organizational change, and workforce needs, while driving consistent application of HR practices. Supports safety, worker’s compensation, internal communications, and data compliance initiatives at the site. The ideal candidate is proactive, highly organized, and comfortable managing multiple processes while providing excellent support to employees and managers.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field required, or 6 - 8 years combination of education and experience.
5–8 years of Human Resources experience including experience in an HR Generalist or HR Business Partner role
Significant experience with talent acquisition activities.
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 (Workday, Dimensions, and Microsoft Office are preferred)
Ability to remain in a stationary position for extended periods of time
Ability to communicate effectively with individuals and groups
Ability to operate a computer and other office productivity equipment
Ability to move about the facility as needed to support employees and leaders
Ability to occasionally lift and carry materials up to 25 pounds
Must be able to work in environments that require adherence to site safety policies and the use of required personal protective equipment (PPE)

Nice To Haves

PHR or SHRM-CP certification preferred.
Experience supporting leaders in a manufacturing, operations, or multi-site environment preferred

Responsibilities

Partner with site and functional leaders to support people related decision making and leadership effectiveness
Serve as a trusted advisor to leaders on workforce planning, organizational effectiveness, and talent needs
Support organizational design by assessing capability needs, role clarity, and structural alignment with business goals
Act as a change partner during leadership transitions, organizational shifts, and periods of growth
Coach managers and leaders on performance management, feedback, accountability, and talent development
Build leadership and team capability by partnering with leaders and the talent team on targeted development initiatives
Coach leaders on fostering an inclusive, engaged, and high-performance workplace in alignment with the IDEX culture
Partner with leaders to identify talent risks, development needs, and succession considerations
Drive engagement efforts, including engagement survey review and leader action planning
Support performance review cycles with a focus on development, fairness, and follow through
Support leaders with performance improvement planning and corrective action decisions
Handle complex and sensitive employee relations matters in partnership with the Director of HR
Conduct or support investigations involving employee relations situations
Identify people related risks and escalate concerns appropriately
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
Support digital enablement efforts, ensuring leaders and employees adopt new HR tools and processes effectively
Partner with HR leadership to evaluate and implement automation solutions that strengthen HR operational capabilities
Partner closely with the Director of HR on priorities, initiatives, and execution
Partner with leaders to ensure the successful onboarding and development of new team members
Manage the full-cycle talent acquisition process for open positions across the organization.
Partner with hiring managers to understand staffing needs and develop effective recruiting strategies.
Create and post job advertisements in Workday.
Source candidates through job boards, professional networks, social media, and direct outreach.
Screen resumes and conduct interviews to evaluate candidate qualifications.
Maintain communication with candidates throughout the hiring process to ensure a positive candidate experience.
Assist hiring managers with interview preparation and candidate evaluation.
Track recruiting metrics including time-to-fill, applicant flow, and candidate pipeline.
Maintain and update job descriptions to ensure accurate recruitment and compliance.
Coordinate and facilitate new hire orientation.
Ensure completion of onboarding paperwork and documentation.
Support hiring managers in integrating new employees into their teams.
Support internal communications related to HR initiatives, policies, and townhall meetings.
Lead site employee engagement initiatives and company culture programs.
Participate in and support the 603 Safety Committee.
Maintain the OSHA log and support safety compliance initiatives.
Assist with ISO documentation and audit support.
Help ensure compliance with federal, state, and local employment regulations.
Assist with planning and coordinating company events and employee engagement activities.
Support initiatives that enhance employee morale and workplace culture.