HR Business Partner III

We are only accepting applications through verified recruitment websites listing our job postings (i.e. LinkedIn, Workable, Indeed, etc). Dymax will only contact potential candidates from email addresses in @dymax.com.

About Us

Dymax, part of the Bachmann Chemical & Engineering family of brands is based out of Torrington, Connecticut. Dymax is globally recognized as a pioneer in the development of light-curable adhesives and curing equipment. Today, our expansive portfolio of innovative adhesives, coatings, and maskants are supported by dispense solutions and cutting-edge UV and LED light-curing equipment. Unlike our competitors who supplying standard products, Dymax focuses on the customer experience by tailoring solutions that help customers lower costs, reduce their carbon footprint, improve efficiency, and drive profitability. Our focus on being a customer intimate organization has led us to where we are today: a rapidly expanding force within our industry, an innovative product portfolio, extraordinary employees, and a bright future based on creating quality offerings with a dedication to business growth.

Why This Job Is a Big Deal!

As an HR Business Partner, you play a meaningful role in helping Dymax grow through its people. You will partner with leaders to connect HR practices to business priorities, build trusted relationships across the organization, and provide practical, people-centered guidance that supports strong teams, engaged employees, and a culture where learning and development feel relevant, energizing, and valuable.

What You Will Get to Do

• Serve as a strategic business partner. Partner with the Director of HR and plant leaders to connect workforce priorities with production forecasts, staffing models, operational plans, and business goals.
• Help optimize staffing and labor costs. Collaborate with HR, Operations, and Finance on headcount planning, overtime, attendance, workforce utilization, hiring targets, and labor-cost opportunities.
• Provide trusted employee relations support. Support employees and leaders across all shifts, conduct complex investigations, and coach managers through attendance concerns, performance improvement plans, corrective actions, and disciplinary processes.
• Champion leadership development. Coach plant managers, supervisors, and frontline leaders while supporting training in employment law, performance management, employee relations, accountability, and effective people leadership
• Strengthen talent and succession planning. Partner with the Director of HR and business leaders to identify critical manufacturing positions, support succession planning, and develop high-potential employees and internal talent.
• Advance learning and development. Identify development needs, coordinate training and tuition reimbursement, manage external partners, maintain online learning content, and facilitate programs aligned with employee and operational needs.
• Support talent acquisition, engagement, and retention. Partner with leaders and recruiting resources to support hiring goals, strengthen retention, improve engagement, and promote meaningful performance and development practices.
• Champion safety, compliance, and employee wellbeing. Partner with EHS to reinforce a strong safety culture and support OSHA awareness, workers' compensation, return-to-work programs, and compliance with employment and wage-and-hour laws.
• Support organizational change. Partner with the Director of HR and plant leadership during restructuring, technology and automation implementations, site expansions, consolidations, workforce reductions, and culture initiatives.
• Serve as a leader and role model within the HR team. Support and collaborate with the five-person site HR team, model Dymax values, share knowledge, and help ensure responsive and consistent HR support across all shifts.
• Support fair compensation and job practices. Review market data, job responsibilities, and organizational needs to provide informed recommendations related to pay decisions, job evaluations, and workforce structure.
• Help drive measurable results. Champion initiatives designed to improve turnover, hiring, absenteeism, engagement, internal promotions, compliance, safety, and labor costs, while supporting progress reporting and follow-through.