Human Resource Business Partner

About the Role:

The Human Resource Business Partner (HRBP) plays a critical role in aligning business objectives with employees and management within the manufacturing sector. This position serves as a strategic advisor to leadership, providing expert guidance on workforce planning, talent management, and organizational development to drive operational excellence. The HRBP collaborates closely with various departments to implement HR initiatives that support business growth, employee engagement, and compliance with labor laws. By analyzing workforce trends and metrics, the HRBP identifies opportunities for improvement and develops solutions that enhance productivity and employee satisfaction. Ultimately, this role ensures that human capital strategies are effectively integrated into the manufacturing business to achieve sustainable success.

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Minimum of 5 years of progressive HR experience, preferably within the manufacturing industry.
• Strong knowledge of federal and state employment laws and regulations applicable in the United States.
• Proven experience in employee relations, talent management, and organizational development.
• Excellent communication and interpersonal skills with the ability to influence at all organizational levels.

Preferred Qualifications:

• Professional HR certification such as SHRM-CP, SHRM-SCP, or PHR/SPHR.
• Experience working in a manufacturing environment.
• Demonstrated success in leading large-scale change management initiatives.
• Advanced degree in Human Resources or related discipline.
• Familiarity with HRIS systems and data analytics tools.

Responsibilities:

• Partner with business leaders to understand their goals and provide HR solutions that support operational needs and workforce planning.
• Drive talent acquisition, retention, and development strategies tailored to the manufacturing environment.
• Advise on employee relations issues, ensuring compliance with labor laws and company policies while fostering a positive work culture.
• Lead change management initiatives and support organizational development projects to enhance team performance and adaptability.
• Analyze HR metrics and workforce data to identify trends, risks, and opportunities, and recommend actionable strategies to leadership.

Skills:

The HRBP utilizes strong interpersonal and communication skills daily to build trusted relationships with business leaders and employees, facilitating open dialogue and effective problem-solving. Analytical skills are essential for interpreting workforce data and HR metrics to inform strategic decisions and identify areas for improvement. Knowledge of employment laws ensures compliance and mitigates risk in employee relations and policy implementation. Change management and organizational development skills enable the HRBP to guide teams through transitions smoothly, maintaining productivity and morale. Additionally, proficiency with HR technology and systems supports efficient management of HR processes and data-driven insights.