Sr. HR Business Partner

Marmon Holdings, Inc.•Wooster, OH

About The Position

The Senior HR Business Partner serves as Stahl’s primary HR leader and strategic partner to the President and leadership team. This hands-on role leads the day-to-day HR function while helping drive business transformation, strengthen leadership and culture, improve safety and workforce stability, and build organizational capability for sustainable growth. The role balances strategic business partnership with hands-on execution, leveraging Platform, Marmon, and corporate resources to support business objectives. The position partners with leaders to align workforce, organizational, talent, and leadership strategies with business priorities and operational needs. It leads talent and leadership programs, provides visible HR support across multiple shifts, oversees employee relations and core HR processes, and works with operations and safety leaders to improve workforce effectiveness and safety culture. The position operates in both an office environment and on the production floor. Production floor temperatures may be warm in summer and cool in winter. Safety shoes, safety glasses, and hearing protection are required on the production floor. Regular use of standard office equipment is required.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and experience.
At least 8 years of progressive HR experience, including employee relations, leadership coaching, talent management, and advising senior business leaders.
Experience in manufacturing or a similar operational environment; experience supporting a multi-shift workforce is preferred.
Demonstrated experience leading organizational change, strengthening leadership capability, and implementing HR programs in a changing business environment.
Strong knowledge of employee relations, investigations, performance management, talent acquisition and development, compensation, workforce planning, and employment law.
Ability to use workforce data and business insights to identify issues, develop solutions, and measure results.
Ability to balance strategic business partnership with hands-on HR execution while managing multiple priorities in a fast-paced environment.
Strong business acumen, communication, coaching, facilitation, analytical, and project-management skills.
Proficiency with Microsoft Office and HR information systems.
Sound judgment and discretion when handling sensitive and confidential information.
Safety shoes, safety glasses, and hearing protection are required when entering the production floor.
Candidates must complete additional job-related screening processes following a conditional offer of employment, as permitted or required by applicable law.

Nice To Haves

Experience supporting a multi-shift workforce.

Responsibilities

Partner with the President and leadership team to translate business priorities into workforce, organizational, talent, and leadership strategies.
Identify workforce risks and capability needs and develop practical solutions supporting transformation and operational excellence.
Align organizational and talent priorities with business growth, Lean and continuous improvement, automation, outsourcing, and evolving operational needs.
Help leaders clarify roles and accountabilities, simplify work, and implement organizational and process changes.
Lead the people and change-management aspects of business transformation, including communication, stakeholder readiness, leadership alignment, adoption, and reinforcement.
Analyze workforce metrics, including turnover, absenteeism, staffing, engagement, safety, and talent trends, to identify risks and measure results.
Lead workforce planning, talent reviews, succession planning, leadership development, and performance management.
Oversee hourly and salaried talent acquisition and onboarding strategies.
Partner with Platform HR and business leaders on job profiles, job levels, compensation, and wage structures.
Coach leaders and frontline supervisors on leadership effectiveness, accountability, communication, employee development, and performance management.
Use employee engagement and workforce data to develop strategies that improve retention, communication, leadership effectiveness, and employee experience.
Build leadership capability through development programs, coaching, tools, and reinforcement.
Provide visible, hands-on HR leadership across multiple shifts, including employee relations, investigations, policy interpretation, performance issues, corrective action, and compliance.
Advise leaders on complex employee and organizational matters, balancing business needs, employee experience, consistency, and risk.
Lead core HR programs and employee lifecycle processes, including onboarding, compensation, job evaluation, performance management, and retention initiatives.
Oversee leave administration, accommodations, workers’ compensation coordination, return-to-work processes, HR records, reporting, documentation, and compliance activities.
Ensure consistent execution of HR practices and programs while leveraging Platform, Marmon, and corporate resources and expertise.
Partner with operations and safety leaders to strengthen safety culture, leadership accountability, employee involvement, and follow-through.
Use workforce and organizational insights to identify people-related contributors to safety, attendance, turnover, productivity, and operational performance.
Support organizational, workforce, and process changes that improve employee capability, operational efficiency, and sustainable business performance.