Sr. Human Resources Business Partner

BERETTA USA CORP•Gallatin, TN

3d•Onsite

About The Position

The Sr. HRBP role is full‑time, onsite based at the Gallatin, TN facility, working Monday through Friday from 8:30 a.m. to 5:00 p.m. The overall role of the Sr. HRBP, revolves around four areas of expertise: Strategic Partner, Change Agent, Administrative Expert, and Employee Champion. It is important that the incumbent has a strong work ethic, a drive and desire to move the business forward, a drive for results, strong quality of work, and exceptional attention to detail. The selected candidate will be the focal point to assist in the development and implementation of HR strategy, programs and policies for Beretta USA’s Gallatin campus. The Sr. HRBP will be responsible for talent identification and recruiting, performance management, employee relations, compensation, reward and recognition, succession planning, organization and staff development, leadership/bench strength development, staffing, etc. This position has significant senior leadership visibility and requires a candidate with strong leadership and decision-making skills. The incumbent must have strong communication skills to be able to effectively interact with a geographically disbursed HR team. As part of the matrix environment, strong collaboration with the Corporate HR team is a critical part of success to this role. The Sr. HRBP serves as a trusted strategic advisor to manufacturing leadership at Beretta USA. This role partners closely with plant leadership, operations managers, and corporate HR to align people strategies with business objectives while ensuring compliance with rigorous regulatory, safety, and operational standards unique to the firearms manufacturing industry. The Senior HRBP balances strategic leadership with hands-on execution, supporting a complex hourly workforce across multiple shifts.

Requirements

5-8 years of progressive HR experiences supporting manufacturing or industrial operations in HRBP or Sr. HRBP role required
Proven experience in employee relations, employment law, and compliance within a regulated environment.
Experience supporting hourly, multi-shift, production-based workforces strongly preferred.
Proficiency with HRIS systems and Microsoft Office applications, ADP knowledge is a plus
Strong business acumen with the ability to influence senior leaders.
Strong problem-solving abilities and a proactive mindset
Deep understanding of manufacturing workforce dynamics and labor practices.
High level of discretion, judgment, and integrity.
Excellent communication and conflict resolution skills.
Ability to balance strategic planning with hands-on execution in a fast-paced environment.

Nice To Haves

Bachelor’s degree in Human Resources, Business, or Psychology from an accredited four‑year college or university preferred, or equivalent combination of education and experience; Masters degree preferred
Professional HR Certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred

Responsibilities

Act as a strategic thought partner to manufacturing and operations leadership, advising on workforce planning, organizational design, succession planning, and talent strategy.
Translate business and production goals into HR initiatives that drive efficiency, engagement, and retention.
Participate in site leadership meetings, proactively identifying people-related risks and opportunities.
Support change management initiatives related to new product launches, technology advancements, automation, and lean manufacturing efforts.
Partner closely with HR leadership to translate strategic objectives into clear work streams, actions, and deliverables.
Lead or support special projects on behalf of the HR Director and leadership team, often involving senior stakeholders and enterprise partners.
Serve as the primary HR leader for a high-volume manufacturing workforce, including exempt, non-exempt, and skilled labor roles.
Support multi-shift operations, with regular on-site presence during off-shifts as needed to ensure equitable HR support.
Partner with Operations and EHS teams to align workforce practices with safety, quality, and production objectives.
Understand and address the unique challenges of machining, assembly, quality, and compliance-driven roles.
Assist in the development of organizational plans, vision, mission, goals and objectives. Implement and coordinate strategies, policies and practices for HR resource functions. Lead the strategic staffing plans and reporting cadence.
Ensure compliance with federal, state, and local employment laws, including FLSA, FMLA, ADA, EEOC, OSHA, ITAR, and ATF-related considerations as they impact HR practices.
Partner with Compliance, Legal, and Security teams to support regulatory audits, background screening requirements, and controlled-access workforce processes.
Maintain accurate personnel documentation and support compliance reporting requirements.
Lead employee relations efforts, including conflict resolution, investigations, disciplinary action, and performance management.
Ensure consistent application of company policies, labor laws, and fair employment practices.
Partner with legal counsel and HR leadership on complex employee relations matters and risk mitigation.
Support union-related activities if applicable, including grievance processes, contract interpretation, and labor-management communications.
Collaborate with leadership to recruit and onboard skilled manufacturing, technical, and leadership talent.
Lead performance management processes, including goal setting, reviews, and development planning.
Support leadership development initiatives for supervisors and managers, with a focus on frontline leadership capability.
Identify learning needs to deliver training on leadership, compliance, safety culture, and employee relations.
Champion Beretta USA’s values, safety culture, and commitment to operational excellence.
Drive employee engagement initiatives and action planning in partnership with site leadership.
Support diversity, equity, and inclusion efforts within the manufacturing environment while respecting regulatory and security requirements.
Foster a culture of accountability, respect, and continuous improvement.
Analyze workforce data (turnover, absenteeism, engagement, safety, and performance trends) to inform decision-making.
Use HR metrics to identify improvement opportunities and measure impact of HR initiatives.
Lead or participate in HR process improvement initiatives to enhance efficiency, consistency, and employee experience.
Ensure accurate document management and organization of confidential employee information.
Support leadership with administrative tasks, scheduling, and communication as needed.
Perform other related duties as assigned.