Human Resources Business Partner

IKO North America•Jacksonville, FL

1d•Onsite

About The Position

The Human Resources Business Partner II (Plant) partners with site leadership and employees to deliver comprehensive human resources support aligned with operational and organizational goals. This role serves as a trusted advisor to frontline leaders, providing guidance on employee relations, talent acquisition, performance management, workforce planning, organizational effectiveness, and HR compliance. The HRBP II works collaboratively with HR leadership to implement HR strategies, programs and initiatives. This role exercises independent judgment in addressing day-to-day HR matters while escalating complex issues as appropriate.

Requirements

Diploma or Degree in Human Resources, Business Administration, or a related field.
Minimum 3+ years of progressive HR experience in an HR Coordinator, HR Generalist, HR Business Partner, Recruitment, or Payroll Support role.
Demonstrated experience supporting leaders with day-to-day HR matters, employee relations, performance management, and workforce planning.
Experience administering HR programs, HRIS systems, and compliance processes.
Strong knowledge of HR operations, employment legislation, payroll practices, timekeeping, benefits administration, employee relations, and HR compliance.
Proficiency with HRIS systems, preferably Workday, and Microsoft Office applications.
Strong analytical, problem-solving, and decision-making abilities.
Strong investigation, conflict resolution, and facilitation capabilities.
Strong verbal and written communication skills.
Ability to work independently, prioritize competing demands, and thrive in a dynamic environment.

Nice To Haves

CPHR, CHRP, SHRM designation, or progress toward designation is preferred.
Manufacturing and/or unionized environment experience is preferred.

Responsibilities

Oversee and support HR operations including employee lifecycle transactions, payroll administration, timekeeping, benefits administration, attendance management, and HRIS maintenance.
Ensure the accuracy and integrity of employee data, HR records, and organizational information.
Identify discrepancies, resolve operational issues, and conduct routine audits to ensure compliance with policies and legislative requirements.
Maintain strong knowledge of employment standards, human rights, privacy, health and safety, payroll, and labor requirements.
Utilize HR systems and reporting tools to analyze information, identify trends, and support operational decision-making.
Act as a trusted HR partner to site leadership and employees by providing practical HR guidance and support.
Build strong working relationships with leaders and client groups to understand business needs and align HR solutions accordingly.
Prepare clear and professional HR documentation, reports, investigation summaries, and presentations.
Collaborate cross-functionally with Payroll, Health & Safety, Operations, Talent Acquisition, and HR teams to resolve issues and deliver exceptional client service.
Provide day-to-day guidance to supervisors and managers on attendance management, performance concerns, corrective action, policy interpretation, workplace conduct, and employee relations matters.
Support workplace investigations, including gathering evidence, interviewing employees, documenting findings, and developing recommendations.
Coach leaders in performance management processes, including performance improvement plans, development planning, and employee accountability.
Assist in the consistent and fair application of policies, procedures, and collective agreements where applicable.
Effectively manage competing priorities, changing business demands, and multiple HR initiatives in a fast-paced manufacturing environment.
Demonstrate flexibility and resilience while maintaining professionalism and service excellence.
Adapt approaches to meet evolving operational and workforce needs.
Analyze employee relations, workforce, and operational issues to identify root causes and recommend practical solutions.
Exercise sound judgment and maintain strict confidentiality when handling sensitive employee matters.
Support leaders in making informed people decisions through data, policy interpretation, and business insight.
Support the implementation of HR strategies, organizational changes, policy updates, and process improvements.
Partner with leaders to communicate and reinforce change initiatives across the site.
Evaluate program effectiveness and recommend enhancements to improve employee experience and operational outcomes.
Support the end-to-end recruitment process for hourly positions, including sourcing, screening, interviewing, selection, and onboarding with leaders.
Support onboarding programs to ensure successful integration of new employees.
Develop a strong understanding of plant operations, production objectives, workforce challenges, and key performance indicators.
Utilize workforce metrics and business data to identify trends and recommend HR solutions that support operational goals.
Coordinate, facilitate, and support the delivery of HR training programs including orientation, policy training, leadership development, performance management, and compliance training.
Maintain training records and monitor completion of mandatory training requirements.