Human Resources Business Partner

Position Summary:

\n

The Human Resources Business Partner (HRBP) provides strategic and operational HR support to business leaders on people-related matters. Partnering closely with leaders, the HRBP delivers practical, data-informed solutions that build organizational capability, strengthen leadership, and advance business objectives.

\n

\n

Essential Functions:

\n

• \n
• Serve as a trusted advisor and coach to leaders, managers, and employees, providing day-to-day HR guidance aligned with business needs and employment law.
• \n
• Use HR metrics and people analytics to identify trends, assess risk, and inform business decisions.
• \n
• Resolve complex employee relations matters with fairness, consistency, and sound judgment.
• \n
• Partner with leaders on performance management, culture, engagement, and retention.
• \n
• Ensure compliance with federal, state, and local employment laws — including wage and hour, leave, accommodation, PFML, and workplace safety — across a multi-state workforce.
• \n
• Lead workforce planning, succession planning, organizational design, change management, and skills-gap analysis.
• \n
• Identify and deliver training, reskilling, and upskilling programs across in-person, virtual, and technology-enabled formats, with emphasis on leadership, compliance, and safety.
• \n
• Partner with Payroll and managers on time and attendance, pay practices, and timekeeping, ensuring accurate compensation and compliant recordkeeping across all locations.
• \n
• Design and manage skills-based, inclusive recruiting and selection in partnership with hiring managers.
• \n
• Champion diversity, equity, inclusion, and accessibility across HR and talent practices, and support onboarding that accelerates new-hire productivity and cultural alignment.
• \n
• Leverage HR technology and AI-enabled tools responsibly to improve service delivery while protecting employee privacy, and partner cross-functionally with Operations, Safety, Finance, Payroll, Talent Acquisition, and Learning.
• \n

\n

\n

Qualifications:

\n

• \n
• Bachelor’s degree in Human Resources, Business, Organizational Development, Industrial Relations, or a related field; equivalent experience may be considered.
• \n
• Minimum of 5 years of progressive HR experience across employee relations, talent acquisition, talent development, compensation, compliance, and workforce planning.
• \n
• Working knowledge of HRIS, payroll, timekeeping, and learning platforms such as Kronos, Workforce Dimensions, or UKG Pro.
• \n
• Proficiency with Microsoft Office (Outlook, Word, PowerPoint, Excel, Teams) and the ability to use HR data and dashboards to support recommendations.
• \n
• Experience using AI-enabled tools or automation to improve HR processes, with sound judgment on confidentiality and data privacy.
• \n
• Experience supporting a multi-state workforce; industrial, manufacturing, distribution, or metals environment preferred.
• \n
• Ability to thrive in a fast-paced, entrepreneurial organization with changing priorities.
• \n
• HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred.
• \n

\n