Human Resources Generalist

i2G Systems•Plymouth, MI

43d•Hybrid

About The Position

Together, We Enhance Innovation and Growth i2G specializes in advanced physical electronic security and life safety solutions. I2G has proven experience in surveillance, access control, and intrusion detection systems, biometrics, fence sensors, radars, ground sensors, anti-drone technologies, and more. We excel in design, project management, commissioning, and enterprise technology integrations. i2G’s mission is to provide the products and services that meet our customers’ needs to give them a vital advantage in today’s market, helping to protect what matters most. Please note this role is located in Ann Arbor, Michigan with our corporate headquarters in Plymouth, Michigan. Position Summary The HR Business Partner serves as a trusted people partner to leaders and managers across assigned areas of the business, connecting i2G's people strategy with the operational needs of a growing organization. This role is designed for someone who wants to understand the business, working alongside leaders to anticipate workforce needs, strengthen manager capability, develop and retain talent, navigate employee matters, and ensure people decisions support both the employee experience and the needs of the business. Success in this role requires strong judgment, curiosity, accountability, and a willingness to get close to the work. The HRBP should be equally comfortable coaching a manager through a difficult employee conversation, reviewing workforce trends, supporting hiring decisions, and participating in planning discussions about where a team is headed next.

Requirements

3+ years of progressive HR experience, preferably including experience as an HR Business Partner, HR Generalist, People Partner, or similar role supporting managers and employees.
Bachelor's degree in Human Resources, Business, Organizational Development, or a related field, or equivalent relevant experience.
Hands-on experience across multiple areas of HR, including employee relations, performance management, talent management, workforce planning, and talent acquisition.
Experience managing employee relations matters and workplace investigations from initial concern through resolution.
Experience supporting performance management cycles and coaching managers through performance and development conversations.
Experience partnering closely with recruiting teams or external staffing partners and supporting managers through hiring and selection decisions.
Strong business acumen with the ability and curiosity to understand how teams operate and connect people decisions to business outcomes.
Strong judgment and the ability to navigate situations where the answer is not always black and white.
Ability to build credibility with operational leaders, department heads, managers, and employees at all levels of the organization.
Comfortable challenging leaders respectfully, asking difficult questions, and providing a point of view when needed.
Strong written and verbal communication skills with the ability to communicate clearly and practically without unnecessary HR jargon.
Highly organized with the ability to manage competing priorities in a growing, fast-moving environment.
Ability to handle sensitive and confidential information with professionalism and discretion.

Nice To Haves

Experience supporting a distributed, multi-state workforce.
Experience within a growing, operational, technical, construction, field service, security integration, or similar environment.
Experience using HRIS and workforce data to identify trends and support business decisions.
Experience supporting organizational growth, acquisitions, integrations, or significant workforce change.
HR certification such as SHRM-CP, PHR, or equivalent is a plus.

Responsibilities

Serves as the primary HR partner to an assigned group of leaders, managers, and departments, building a strong understanding of their teams, operations, priorities, and workforce needs.
Builds relationships with leaders that allow HR to be involved early in business decisions rather than responding after decisions have already been made.
Participates in workforce, project, organizational, and budget planning conversations where people impacts should be considered.
Translates business priorities into practical people strategies and actions in partnership with HR leadership.
Uses workforce data, including turnover, headcount, vacancies, hiring trends, performance, and other people indicators, to identify risks and opportunities.
Brings forward trends, concerns, and recommendations proactively rather than waiting for leaders to identify a need.
Balances the needs of employees, leaders, and the organization while applying sound judgment and consistent HR practices.
Partners with leaders to understand current and future workforce needs, including staffing levels, critical skills, talent gaps, promotion readiness, succession needs, and organizational capacity.
Maintains visibility into talent across assigned groups and helps leaders identify high-performing employees, emerging talent, development needs, and retention risks.
Partners closely with Talent Acquisition and external recruiting partners to ensure hiring priorities and candidate profiles remain aligned with evolving business needs.
Supports a consistent, effective hiring process, including role definition, interview structure, candidate evaluation, selection, and candidate experience.
Coaches managers on interviewing, candidate assessment, selection decisions, and effective workforce planning.
Challenges hiring assumptions when appropriate and helps leaders distinguish between immediate staffing needs and longer-term organizational needs.
Partners with leaders and Talent Acquisition to support workforce pipeline programs, including apprenticeship, skilled-trades, educational, community, and industry partnerships.
Supports onboarding and early employee integration to ensure new hires are positioned for success beyond the point of offer acceptance.
Drives consistent execution of i2G's performance management process across assigned business groups, including quarterly check-ins, goal setting, development conversations, and formal performance actions.
Holds managers accountable for completing meaningful and timely performance conversations with their teams.
Coaches managers on setting expectations, providing feedback, documenting performance, and addressing concerns early.
Identifies performance trends across teams and partners with leaders to address broader patterns before they become larger organizational issues.
Helps identify high-potential employees, development opportunities, promotion readiness, and succession considerations.
Partners with HR leadership to continuously strengthen the connection between performance, development, recognition, and organizational outcomes.
Supports managers in creating clear development plans and meaningful growth opportunities for employees.
Serves as the first HR point of contact for employee relations matters within assigned business groups.
Coaches managers through employee concerns, conflict, attendance, performance, conduct, and other workplace matters with an emphasis on timely and consistent resolution.
Conducts workplace investigations and ensures findings, documentation, and follow-up actions are thorough, objective, and appropriately documented.
Recognizes when issues require escalation to HR leadership, or other partners.
Identifies recurring employee relations trends and recommends broader solutions when an issue extends beyond an individual employee or manager.
Applies company policies and employment practices consistently while recognizing when circumstances require thoughtful judgment rather than a one-size-fits-all response.
Supports a culture of accountability, empathy, collaboration, and no-blame problem solving.
Builds manager capability by coaching leaders through real business and people situations rather than relying solely on formal HR training.
Helps managers strengthen communication, accountability, employee development, performance management, and team effectiveness.
Identifies opportunities where additional manager training, tools, or resources may improve leadership effectiveness.
Supports organizational changes, team growth, leadership transitions, and other change-management initiatives.
Partners with HR leadership and business leaders to identify organizational design, role clarity, span of control, capability, or structural gaps.
Supports implementation of leadership development and manager enablement programs across assigned teams.
Helps leaders build stronger teams while reinforcing i2G's expectations for how we lead, communicate, and work together.
Partners with the broader HR team to ensure HR programs are implemented effectively within assigned business groups.
Provides feedback on policies, processes, systems, and programs based on what is happening within the business and employee population.
Helps identify opportunities to simplify or improve HR processes while maintaining appropriate compliance and controls.
Maintains accurate and timely documentation related to employee actions and ensures appropriate coordination with HR Operations.
Partners across HR, Talent Acquisition, Finance, Operations, and other functions to ensure people-related decisions are coordinated and effectively executed.
Supports HR initiatives and special projects as i2G continues to scale and evolve.