HR Business Partner 2

HR Business Partner Position Summary The HR Business Partner serves as a strategic and hands-on partner to business leaders, aligning people strategies with operational and organizational goals. This role supports mid-level leadership and frontline managers, providing guidance across the full employee lifecycle while driving consistency, compliance, and continuous improvement. The HRBP balances tactical execution with strategic insight and plays a key role in talent, performance, engagement, and culture initiatives. Key Responsibilities Strategic Partnership Partner with business leaders to understand operational goals and translate them into effective people strategies. Provide coaching and guidance to leaders on employee relations, performance management, workforce planning, and organizational effectiveness. Use data and HR metrics to identify trends, risks, and opportunities; recommend solutions aligned with business outcomes. Employee Relations & Compliance Manage employee relations issues including investigations, corrective action, conflict resolution, and policy interpretation. Ensure compliance with federal, state, and local employment laws and internal policies. Partner with HR team, Safety, and Compliance teams as needed to mitigate risk and support fair and consistent practices. Talent Management Support talent acquisition efforts by partnering with hiring managers on workforce needs, job requirements, and selection decisions. Lead or support onboarding activities to ensure a positive and compliant employee experience. Support succession planning, internal mobility, and career development initiatives. Performance & Development Coach leaders and employees on performance management processes, goal setting, and feedback. Support annual performance, merit, and talent review cycles. Partner with Learning & Development to identify training needs and support leadership and employee development programs. Engagement & Culture Support employee engagement initiatives and action planning based on survey results and feedback. Promote company values, DEI initiatives, and a positive workplace culture. Act as a change agent during organizational changes, restructures, or growth initiatives. HR Operations & Process Improvement Execute HR programs and processes consistently and effectively. Identify opportunities to improve HR processes, tools, and manager capability. Support HR projects and cross-functional initiatives as assigned. Qualifications Education & Experience Bachelor’s degree in Human Resources, Business Administration, or a related field required. 5–8 years of progressive HR experience, including experience as an HR Generalist or HR Business Partner. Manufacturing, distribution, or operational environment experience preferred. Knowledge & Skills Strong working knowledge of employment laws and HR best practices. Proven ability to influence and partner with leaders at multiple levels. Strong employee relations, investigation, and conflict resolution skills. Ability to analyze data and apply insights to business decisions. Excellent communication, interpersonal, and organizational skills. Ability to manage multiple priorities in a fast-paced environment. Competencies Business Acumen Relationship Building Judgment & Confidentiality Problem Solving Change Management Results Orientation Working Conditions Combination of office and plant/floor presence as required. Occasional travel may be required. Disclaimer This job description is not intended to be all-inclusive. Duties and responsibilities may change based on business needs.