Lead, HR Business Partner

Entegris•Bedford, MA

1d•$135,000 - $150,000•Onsite

About The Position

The Human Resources Business Partner (HRBP) will support Entegris’ Bedford and Franklin sites, partnering with a diverse manufacturing and office-based workforce across two business divisions. With approximately 400 employees today and growth expected to reach roughly 500 employees by year-end, this is a high-impact opportunity to help shape a rapidly evolving organization. The HRBP will serve as a trusted advisor and hands-on partner to site, functional, and division leaders, translating business priorities into practical people strategies that strengthen leadership capability, organizational effectiveness, employee engagement, and retention. Success requires the ability to influence without direct authority, connect priorities across a highly matrixed environment, and bring clarity and momentum when ownership is shared or conditions are ambiguous. The ideal candidate is energized by complexity and growth, brings sound judgment to sensitive employee matters, and can move seamlessly between strategic consultation and disciplined execution.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
At least 7 years of progressive, employee-facing HR experience, including meaningful HR business partner or senior HR generalist experience in a manufacturing environment.
Demonstrated success operating in a complex, matrixed organization and influencing leaders across functions, business units, and reporting lines.
Strong employee relations expertise, including experience independently leading sensitive and complex workplace investigations and translating findings into clear, defensible recommendations.
Proven ability to coach both experienced and newly appointed people leaders, build manager capability, and establish accountability while maintaining trusted relationships.
Experience supporting a sizable, rapidly growing employee population and helping leaders anticipate the organizational, talent, and employee-relations implications of growth.
Exceptional judgment, executive presence, and communication skills, with the ability to simplify complexity, address conflict directly, and tailor messages to audiences at every organizational level.
Calm and decisive under pressure, with the resilience to manage competing priorities, sensitive issues, and ambiguity without losing clarity, pace, or attention to detail.
Ability to work independently with general direction while collaborating effectively across a broader HR ecosystem.
High integrity and discretion when handling confidential information.
Ability to work nights and weekends as needed to support a 24/7 manufacturing workforce.

Responsibilities

Translate business strategy into clear, data-driven people priorities, actions, and initiatives that support site performance, workforce expansion, and sustainable growth.
Serve as the primary onsite HR partner for employees and leaders at the Bedford and Franklin, Massachusetts sites, triaging issues based on urgency, business impact, employee experience, compliance risk, and competing priorities.
Navigate a highly matrixed organization spanning two business divisions and multiple functions; build alignment among stakeholders with different priorities, clarify decision rights, and influence timely, enterprise-minded outcomes without relying on formal authority.
Partner with plant and functional leaders to strengthen leadership effectiveness, accountability, and execution discipline, with particular focus on coaching and accelerating the capability of newer people leaders.
Lead and support sensitive, complex employee relations matters and workplace investigations, ensuring a timely, thorough, objective, well-documented, and consistent process; identify themes and recommend actions that reduce risk and improve the work environment.
Provide practical coaching to leaders on performance management, feedback, conflict resolution, corrective action, policy application, and difficult employee conversations.
Lead change management efforts that support organizational growth and transformation, driving adoption of new processes, systems, structures, and ways of working across diverse stakeholder groups.
Act as a catalyst for culture transformation by addressing behaviors that limit performance, including resistance to change, inconsistent process adherence, unclear ownership, and reliance on workarounds.
Guide organizational design, workforce planning, talent, and leadership development efforts that strengthen end-to-end accountability and cross-functional collaboration during rapid growth.
Partner with HR Centers of Excellence and peer HR teams to deliver integrated, scalable programs while adapting solutions to the operational realities of the sites.
Maintain a visible, credible presence with direct labor teams across a 24/7 shift schedule, building trusted relationships at all levels and developing a deep understanding of manufacturing operations.