Sr. HR Business Partner

Evergen•West Lafayette, IN

5d•Hybrid

About The Position

The Senior Human Resources Business Partner (HRBP) serves as a trusted strategic advisor to leaders, aligning people strategies with business objectives across multiple sites and functions. This role provides primary on-site support for our West Lafayette, IN facility (~150 employees) and partners with leadership teams supporting: Minnesota Operations (Eden Prairie & Glencoe | ~60 employees) Shared Services (IT & Finance | ~50 employees) International sites in the UK and New Zealand (advisory support) This position blends strategic HR partnership, change leadership, and hands-on execution in a fast-paced, post-acquisition manufacturing environment.

Requirements

8+ years of progressive HR experience
5+ years in an HR Business Partner or senior HR leadership role
Strong business acumen and executive presence
Proven ability to influence at senior leadership levels
Excellent coaching, conflict resolution, and communication skills
Experience using HR analytics to drive decisions
Proficiency with HRIS and ATS platforms
Solid working knowledge of employment law and HR best practices
Bachelor’s degree in Human Resources, Business Administration, or a related field
Additional experience may substitute for education requirement.

Nice To Haves

Experience with post-acquisition integrations inclusive of creating and executing on integration plans that drive people alignment from a policy, process and cultural perspective preferred.
Exposure to international HR practices preferred
SHRM-SCP or PHR, preferred

Responsibilities

Partner with leaders to develop and execute HR strategies that drive productivity, retention, and growth
Support organizational change initiatives, workforce planning, and leadership development
Act as a cultural ambassador, promoting inclusion, engagement, and accountability across regions
Lead performance management processes, including goal setting, coaching, feedback, and development planning
Partner with leaders on talent assessment, succession planning, and capability building
Analyze people metrics (engagement, retention, turnover) to inform decision-making
Provide expert guidance on employee relations matters and conflict resolution
Ensure compliance with U.S. and international labor laws; monitor regulatory changes impacting the workforce
Serve as a resource for leaders on policy interpretation and consistent application
Collaborate with leaders on workforce
Support recruiting efforts, including candidate evaluation and offer recommendations
Facilitate orientation to ensure a strong new-hire experience and cultural integration
Ensure pay equity and partner on compensation decisions within established guidelines
Ensure accurate HRIS data and employee record management
Oversee workers’ compensation and injury case management in partnership with EHS
Support site-level HR programs, training initiatives, and lean continuous improvement efforts