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HR Business Partner II

Attindas Hygiene Partners designs, manufactures, and markets absorbent hygiene products. The company sells adult incontinence and infant diapers, among other products, into the healthcare, retail, and direct-to-consumer channels under brands including Attends, Indas, and Comfees as well as a wide range of private label brands for retailers.

Mission: We champion health, dignity and comfort.

Vision: To be a global leader in absorbent hygiene by meeting consumers’ diverse needs through effective, affordable and widely available personal care solutions.

Our Values: Personal, Agile, Innovative, and Integrity

Job Summary:

We are seeking an experienced HR Business Partner to partner with manufacturing leadership in driving people strategy and operational excellence. This role provides data-driven insights, employee relations expertise, and proactive leadership support to enhance performance, engagement, and compliance across the site.

Key Responsibilities:

HR Partnership:

Serve as a trusted advisor to Front Line Leaders and functional managers.
Proactively build relationships through regular floor presence and structured leadership touchpoints.
Provide scenario-based coaching and consultation on employee relations, performance management, corrective action, and leadership effectiveness.
Partner with leadership on workforce planning, talent reviews, succession discussions, and organizational design needs.
Support change management initiatives within the manufacturing environment.
Partner with Front Line Leaders to audit attendance, ensure consistent application of attendance and corrective action policies, and provide guidance on documentation and progressive discipline.

HR Analytics & Data-Driven Decision Making:

Analyze key workforce metrics (turnover, absenteeism, time-to-fill, overtime, engagement, performance trends) and provide actionable insights.
Develop dashboards and recurring reporting to support leadership decision-making.
Identify trends and root causes of workforce issues and recommend targeted interventions.
Partner with Operations and Sr. Manager, HR to align people metrics with business performance.

Employee Relations & Investigations:

Lead complex employee relations matters and workplace investigations with sound judgment and risk mitigation focus.
Ensure consistent application of policies and practices.
Provide structured guidance to leaders on performance documentation and corrective action.
Maintain compliance with federal, state, and local employment laws.
Support unemployment claims, workers’ compensation coordination, and leave administration oversight.

Leadership Development & Training:

Design and deliver practical, scenario-based leadership training tailored to manufacturing supervisors.
Equip Front Line Leaders with tools for effective coaching, feedback, documentation, and team engagement.
Facilitate onboarding and leadership integration programs.
Support performance management processes to ensure consistency and accountability

HR Systems & Process Optimization:

Leverage HRIS (Workday preferred) to manage data accuracy, reporting, and workflow efficiency.
Improve HR business processes to reduce manual work and increase operational efficiency.
Ensure compliance reporting accuracy and timeliness.
Partner with Talent Acquisition and Sr. Manager, HR for workforce needs while shifting primary focus from transactional recruiting to strategic workforce planning

Employee Engagement:

Maintain visible and accessible presence on the manufacturing floor.
Participate in Daily Management System (DMS) tier meetings and crew briefings to stay aligned with operational priorities, anticipate workforce needs, and provide real-time HR partnership and support to site leadership.
Monitor engagement trends and support initiatives to strengthen culture and retention.
Assist with employee recognition programs aligned to site performance.

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