Plant HR Business Partner

National Gypsum Company•Burlington, NJ

18d•Onsite

About The Position

The Plant HR Business Partner is responsible for developing and maintaining employee relations that support a stable and productive workforce. The position manages and coordinates employment functions including labor relations, compensation and benefits, workforce planning, recruiting and staffing, training and development, performance management, security, and workers’ compensation, while ensuring compliance with federal and state regulations. The successful candidate interacts with plant associates daily and must be able to access all plant areas. The role is not eligible for hybrid work and may require domestic travel of up to 5%. The company enforces a tobacco-free policy at all locations. The position supports plant management and employees on employee relations, recruiting, onboarding, investigations, employment-law matters, leave and accommodation issues, benefits, payroll time and attendance, training, and safety programs. The role requires regular engagement with day-shift employees and periodic engagement with evening- and night-shift employees. Although not often, workdays of 9 to 12 hours may be needed. The employee must maintain reasonable availability outside working hours for management consultation and may need to be on-site outside working hours to address time-sensitive HR issues. The position requires a bachelor’s degree, preferably in Human Resources Management, or equivalent work experience; five years of HR management experience in a manufacturing or industrial environment is preferred. An aPHR, PHR, SPHR, or equivalent SHRM certification is required or must be obtained within the first year of employment. The posted general salary range is $80,816 to $100,520, or higher depending on education and experience. Relocation assistance is available to eligible candidates.

Requirements

Bachelor’s degree, preferably in Human Resources Management, or equivalent work experience.
Working knowledge and experience in federal and state employment law.
Excellent communication and group presentation skills.
Experience with HR-related investigations, specifically Title VII issues.
Experience conducting training programs.
Willingness and ability to meet daily with day-shift employees and periodically each week with evening- and night-shift employees.
Willingness and ability to work 9-to-12-hour workdays as needed.
Reasonable availability during non-working hours for consultation with on-site management, and willingness to be on-site during non-working hours for time-sensitive HR issues.
Ability to occasionally stand, walk, and climb stairs as frequently as needed.
Ability to access all plant areas and lift 50 lbs.
Strong computer skills, especially with Microsoft Office, UKG, and Workforce payroll processing products.
aPHR, PHR, SPHR, or equivalent SHRM certification required, or must be obtained within the first year of employment.
Willingness to travel domestically up to 5% of the time.

Nice To Haves

Five years of Human Resources Management experience in a manufacturing or industrial work environment is preferred.

Responsibilities

Conduct new-hire orientation and onboarding.
Investigate HR-related incidents and complaints, and recommend corrective action to the appropriate manager.
Periodically conduct local wage surveys for hourly employees.
Develop and maintain accurate plant job descriptions for FLSA and ADA purposes.
Attract, interview, and hire qualified applicants to keep the plant appropriately staffed.
Coordinate pre-employment assessment testing and required physical exams, drug screens, and background checks for applicants.
Oversee and advise management on workers’ compensation matters after injuries, with support from the company’s selected third-party administrator.
Oversee and advise management on ADA reasonable accommodations and FMLA leave matters.
Support plant management in fostering positive employee relations, including assisting with special events and employee committees.
Maintain non-union status at the non-union facility.
Participate in developing and implementing employee opinion surveys and action plans.
Advise supervisors on interview questions, coaching and counseling, disciplinary actions, and career development.
Conduct exit interviews and process required termination paperwork.
Assist in developing, implementing, and maintaining HR policies, including the employee handbook; train employees and supervisors on policies and monitor compliance.
Ensure compliance with federal, state, and local employment laws and corporate and plant policies, particularly FMLA, FLSA, ADA, and EEO Title VII matters.
Train employees on benefit programs and assist with resolving insurance-related issues.
Assist, train, and advise management in weekly payroll time and attendance processing.
Maintain personnel and medical records in accordance with EEO, privacy, and related requirements.
Assist plant management in developing job-specific training programs to ensure employees are competent in key responsibilities.
Assist the plant Safety Coordinator with safety programs as needed.
Perform other duties as assigned.