Senior Manager, HR Business Partner - Manufacturing

Shiseido•East Windsor, NJ

6d•Hybrid

About The Position

The Senior Manager, HRBP serves as both a strategic partner to Plant Management and an employee advocate, aligning people strategies with business priorities while providing guidance and support across HR-related matters. This role partners closely with Manufacturing Plant leadership to understand operational needs, workforce priorities, and organizational opportunities, translating those insights into practical HR solutions that support business performance, employee engagement, and leadership effectiveness. The Senior Manager manages one direct report and is responsible for administering and enabling human resources programs and initiatives across assigned business groups, including employee relations, organizational development, recruitment administration, leave management, talent development, engagement, performance management, and workforce planning. The role also collaborates with HR business partners across the organization to ensure a consistent, cohesive approach to people strategies, workforce initiatives, and employee experience. As part of the HR Team, the Senior Manager works closely with the Executive Director, HR Pillars (People Services, Talent Acquisition, Talent Development), Corporate Communications, and other cross-functional partners to support a people-first culture that reinforces One Shiseido, business goals, and enterprise-wide employee engagement priorities.

Requirements

College degree or equivalent years of work experience required.
5+ years of HR Business Partner experience, with at least 3 years in a Manufacturing, Distribution, Logistics or related environment – CPG highly preferred.
Must be able to work on-site; often 5 days a week as needed to support the business and shifts.
Proven HR professional who can grasp details quickly and be hands on in execution and strategy.
Must possess a broad, general knowledge of laws and regulations related to areas of responsibility.
Must be able to move with agility from being administrative to strategic, from operational & tactical to future focused, from emergency responder to long-term planner, from employee advocate to change champion.
The ability to influence and direct regardless of reporting relationships.
Must have impeccable integrity, a forthright approach, and a willingness to exchange open and candid feedback to improve leadership and ensure business success.
Demonstrated ability to use data analytics to drive business decisions and to make sound decisions based on factual data.
Proficiency using Advanced Excel with the ability to produce graphs, charts, and tables, use spreadsheets efficiently, perform calculations, V-look up and Pivot tables. Also, must be proficient in Microsoft Word and PowerPoint.
Excellent listening, verbal, and written skills with the ability to work across various functions and levels.

Nice To Haves

Advanced degree and/or equivalent Human Resources certification preferred.
Spanish language – highly preferred.
Flexibility to work remotely.
Experience using Success Factors is highly desired.

Responsibilities

Lead and support core people processes, including performance management, learning and development, talent review, talent development, recruitment, leave management, and initiatives that foster diversity, equity, inclusion, empathy, and engagement.
Drive comprehensive HR generalist support for approximately 350 employees across three shifts in a 24-hour, five-day-a-week operation.
Serve as a trusted advisor to employees and people managers by providing guidance, coaching, and support on employee relations matters, HR policies, employment practices, and applicable employment laws.
Build and develop meaningful relationships with the Department Heads and teams that are part of client groups across assigned divisions. Provide advice and counsel to Department Heads using HR Pillars and/or Legal to guide toward outcomes that protect the organization and drive for optimized results.
Partner strategically with Site Leaders to understand business priorities, organizational opportunities, and workforce needs; translate these insights into people strategies that enable business performance, strengthen leadership capability, and support long-term operational goals.
Support assigned business units by using data, organizational knowledge, and understanding of workforce priorities to identify people-related opportunities, recommend practical solutions, and help leaders deliver business results.
Oversee HR administration that supports business operations, including onboarding, organization charts, service anniversaries, dashboards, exits, exit tracking, temporary labor tracking, safety points, quality training, legal compliance, expatriate support, and other needs as they arise. Administer termination processes, including conducting and analyzing exit interviews and coordinating with relevant departments to ensure proper completion of all exit activities.
Prepare analytical reports as required by the business, and/or ED HR. Use reasoning, facts and experience to craft a story behind the data which will drive decision making by the leaders in the business and/or HR. Utilize all tools and resources available to support fact finding and data analytics.
Monitor turnover and develop strategies to maintain/enhance morale/engagement and retention. Partner with the business areas to identify employee training needs and implement solutions.
Collaborate with the local Employee Engagement committee/community and the Operations Culture Committee to identify synergies, align engagement priorities, and support cohesive approaches to employee experience across Operations.
Partner with Business Leader(s) to analyze Global Employee Engagement Survey results, identify key themes and opportunities, and track action plans to ensure follow-through and measurable progress.
Work closely with Talent Acquisition and Business Unit Hiring Managers on Recruitment for positions handled by Corporate. Oversee local-recruiter for all recruitment functionality for hourly positions at SAI. Harmonize tracking and SOPs to corporate methodology. Own and deliver on local KPIs for recruitment standards.
Actively manage core HR programs, including but not limited to; Interns, Town Halls, Camellia Day, Open Enrollment, Talent Management (TMR), The Shiseido Way, New Hire Orientation, Manager/Supervisor Training.
Be a culture champion and work closely with Lean Six Sigma and other HRBPS across Operations.
Develop, update, and maintain HR Policies and procedures as necessary, ensuring compliance with relevant legislation and best practices. Work closely with EHS&S, Quality and legal, as necessary to ensure compliance to meet GMP and FTZ requirements.
Handle any presentation as requested or required to demonstrate business proposal. Present to HR and/or Business Leaders on business proposals, HR plans and/or procedures.
Stay abreast of external trends and research relevant to HR and talent management. Bring ideas to the table and share across Operations HRBP and/or to line management.
Ad hoc projects as necessary