Human Resources Manager/BP

New Hampshire Ball Bearings, Inc.•Peterborough, NH

4d•Onsite

About The Position

The Human Resources Manager / Business Partner (HRM/HRBP) acts as a high-impact strategic consultant and operational leader for divisional and executive leadership, supporting a dynamic workforce of 500+ employees. This role blends tactical HR department management including divisional payroll oversight with strategic business alignment. The HRM/HRBP actively participates in the divisional leadership management team, translating business objectives into actionable human capital strategies while driving recruitment, talent management, talent development, compliance, and employee relations. This role reports directly to the facility General Manager with a dotted functional line to the Corporate HR Director.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field required.
Minimum of 10 years of progressively responsible HR experience, with at least 3–5 years in a dedicated strategic HRBP or HR Manager role.
Proven experience managing HR functions for a mid-to-large workforce (500+ employees) within a manufacturing or industrial environment is required.
Business Acumen: Deep understanding of manufacturing business drivers, financial variables, and operational metrics.
Payroll & System Governance: Strong understanding of payroll workflows, time and attendance tracking, and compliance.
Influence & Coaching: Proven ability to coach, counsel, and influence all levels of employees, especially leadership.
Change Management: Demonstrated effectiveness in leading organizational change initiatives and navigating ambiguity.
Experience managing mixed exempt (salaried) and non-exempt (hourly/hourly-compressed shift) workforces.
Data Literacy: Ability to interpret complex talent analytics, charts, and trends to build business cases.
Communication: Exceptional interpersonal, negotiation, and written communication skills with comfort presenting to C-suite executives.
Crisis Resolution: Ability to make objective, legally sound decisions under urgent or high-pressure circumstances.
Candidate must be a U.S. citizen, U.S. permanent resident, or have asylum/refugee status in the U.S. due to U.S. export control laws.

Nice To Haves

Master’s degree in HR Management, Industrial/Organizational Psychology, or an MBA is highly desirable.
Professional HR certification (SHRM-CP/SCP or PHR/SPHR) is strongly preferred.
High proficiency with ADP WorkforceNow is preferred.

Responsibilities

Consult as a trusted advisor to divisional leadership on organizational design, workforce planning, change management, and business strategy execution for a 500+ employee division.
Align human capital initiatives directly with manufacturing and corporate business objectives to improve operational efficiency, safety, and productivity.
Diagnose talent gaps and organizational design opportunities, proactively developing solutions that support future business scales.
Utilize data-driven HR metrics, KPIs, and predictive workforce analytics to provide decision support and strategic recommendations to senior leadership.
Provide strategic oversight of divisional payroll compliance, partnering with a dedicated payroll specialist to ensure data integrity.
Lead and develop the internal HR staff, optimizing scheduling, setting performance goals, and balancing workloads across the entire HR Department.
Partner with the EH&S (Environmental, Health & Safety) team to provide strategic risk management and oversight for worker’s compensation administration.
Support the Company’s compensation and total rewards programs, including regular market benchmarking, salary surveys, job description architecture, and internal equity audits for promotions and new hires.
Architect contemporary talent acquisition and retention strategies that build a robust, diverse pipeline and enhance long-term company culture.
Maintain high visibility across all production shifts to ensure equitable employee relations and active management support.
Bridge management and employee relations by proactively addressing workplace dynamics, resolving grievances, and conducting objective investigations.
Drive a high-performance continuous appraisal system, facilitating calibration sessions, performance improvement plans (PIPs), and professional development paths.
Champion succession planning and leadership development initiatives, actively coaching and mentoring managers to build strong future leaders.
Govern legal compliance across federal and state employment laws in conjunction with the Legal Department.
Maintain and modernize the employee handbook, operational personnel policies, and standard operating procedures (SOPs) in conjunction with the Director, Human Resources and Legal Department.