Talent Business Partner

constellium

About The Position

The Talent Business Partner plays a key role in supporting a unionized manufacturing workforce with primary responsibility for talent acquisition and staffing strategy. The Talent Business Partner attracts, identifies, assesses, and hires qualified candidates to meet an organization’s current and future workforce needs, using strategic, data‑driven, and compliant hiring practices The role also provides labor relations administration, attendance tracking and HR administrative support, policy and compliance oversight, and serves as an HR business partner to designated support functions such as EHS, IT, Finance, and Supply Chain.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field; or equivalent combination of education and experience, required
Minimum of 3 years of HR experience, with demonstrated responsibility for talent acquisition in a manufacturing or industrial environment, required
Strong organizational, communication, and relationship‑building skills, required
Proficiency in HRIS/ATS systems and Microsoft Office applications, required

Nice To Haves

Experience working in or supporting a unionized workforce, preferred
Working knowledge of employment laws (FLSA, FMLA, ADA, NLRA, EEO) and labor‑relations fundamentals, strongly preferred
Experience supporting attendance programs and leave administration, preferred
HR certification (SHRM‑CP, PHR) preferred

Responsibilities

Lead full‑cycle recruiting for salaried positions, including requisition management, sourcing, screening, interviewing, selection, job offers, and onboarding.
Develop and execute recruitment strategies to meet staffing needs, reduce time‑to‑fill, and improve quality of hire.
Develop innovative sourcing strategies, leverage TA tech, build talent pipelines, and promote the employer brand.
Ensure a smooth, positive experience for all applicants, from initial contact through onboarding.
Build candidate pipelines through job boards, employee referrals, community partnerships, technical schools, and local workforce agencies.
Partner with hiring managers to define job requirements, selection criteria, interview guides, and hiring recommendations.
Track and report recruiting metrics such as time‑to‑fill, turnover, and retention; identify trends and recommend improvements.
Support attendance tracking in alignment with company policy and the collective bargaining agreement.
Monitor attendance data, generate reports, and identify trends or concerns.
Provide administrative support for attendance‑related counseling, documentation, and recordkeeping.
Support leave administration processes (FMLA, ADA, state and local leave laws) as assigned.
Ensure HR policies, procedures, and work rules remain current and compliant with federal, state, and local employment laws, as well as the collective bargaining agreement.
Assist with audits, updates, communication, and employee acknowledgments.
Support compliance initiatives including required postings, record retention, and mandatory employee training.
Provide guidance to supervisors on consistent application of HR policies and procedures.
Serve as an HR point of contact and business partner for assigned non‑production or support functions.
Provide coaching and guidance to leaders on employee relations, performance management, and workplace issues.
Collaborate with leadership to support workforce planning, engagement, and organizational effectiveness