Human Resources Manager/Business Partner

Job Description

Job Description

Kingspan Insulated Panels North America, a division of the Kingspan Group plc headquartered in Ireland, is a global and trusted leader in the design, manufacturing, and supply of high-performance sustainable building products and solutions for the construction industry. As the most energy-efficient, cost-effective building envelope solutions, insulated metal panels are at the forefront of sustainability. We serve the architectural, commercial/industrial, cold storage and food processing markets, and are committed to delivering the most advanced building products on the market.  

Learn about our Planet Passionate initiatives:  

At Kingspan, our future success is based on the quality of our people, who's expertise and motivation have helped ensure that we remain at the forefront of the construction materials manufacturing industry. In joining Kingspan you become an important part of a growing organization with a reputation for innovative design and use of technology, technical expertise, product quality, service excellence, and dedication to sustainability.   

Ready to be part of our team?   

We are looking for a Human Resource Manager/Business Partner in our Deland, FL office! 

• This is a Full-Time (M-F) in-office position (no hybrid or remote).

Summary:  The Human Resources Business Partner (HRBP) serves as a strategic advisor to business leaders, aligning talent and workforce strategies with business objectives. As the primary HR partner for assigned locations or business units, the HRBP drives organizational effectiveness, leadership capability, employee engagement, and business performance.

Operating as an integrated member of the broader HR team, the HRBP partners closely with divisional Centers of Excellence teams, HR Operations, and business leaders to deliver consistent HR programs, practices, and employee experiences across the organization.

The HRBP provides guidance on employee relations, workforce planning, organizational design, talent management, succession planning, change management, and employment practices, translating business priorities into practical people solutions. The role exercises sound judgment in resolving complex people matters, aligns local practices with divisional and corporate priorities, and leverages workforce insights to drive actions that strengthen both employee experience and business results.

Essential Duties:

• Serve as the primary HR advisor to business and site leadership teams, providing guidance on workforce, talent, organizational, and employee-related matters.
• Partner with business leaders to develop workforce plans that support operational objectives, business growth, succession needs, and long-term organizational capability.
• Coach managers on employee relations, performance management, leadership effectiveness, talent decisions, and change management initiatives.
• Lead employee relations activities, including workplace investigations, conflict resolution, corrective action guidance, and application of company policies, while ensuring consistency and appropriate risk mitigation.
• Collaborate with Talent Acquisition to support workforce readiness through effective recruiting, onboarding, internal mobility, and staffing plans that meet business needs.
• Drive talent management processes locally, including performance reviews, talent assessments, succession planning, development planning, and leadership pipeline discussions.
• Monitor employee engagement, turnover, absenteeism, and workforce trends; analyze data to identify risks and opportunities and recommend practical actions to improve retention, culture, and organizational effectiveness.
• Support a positive employee experience through communication, engagement, recognition, and workplace initiatives that strengthen employee connection and trust.
• Interpret and apply employment laws, company policies, and HR programs consistently, advising leaders on people-related risks and ensuring compliance with applicable regulations.
• Partner closely with HR Operations, Total Rewards, Payroll, Talent Acquisition, Talent Management, and other HR stakeholders to ensure consistent execution of HR programs, processes, and employee experiences across the organization.
• Leverage HR technologies, including UKG and AI-enabled tools, to improve decision-making, streamline processes, enhance the employee experience, and drive organizational effectiveness.
• Follow the Group Code of Conduct and Group Compliance.
• Follow Compliance requirements per “KNA-SOP-1705 Compliance Roles and Responsibilities.”
• Perform all other duties as assigned.

Qualifications:

• Requires a Bachelor’s degree in Human Resources, Business Administration, or a related field required; recognized HR certification (e.g., SHRM-CP, PHR) strongly preferred.
• Requires 5 years of progressive HR experience required, including 2 years in a plant or manufacturing environment.
• Demonstrated ability to coach and influence leaders and manage employee relations matters with discretion, consistency, and sound judgment.
• Experience supporting employee engagement, retention, talent development, performance management, and succession planning.
• Must be highly proficient in all Microsoft Office applications (Word, Excel, PowerPoint) and Outlook. Experience with UKG or comparable HRIS is preferred.
• Strong knowledge of employment laws, HR policies, and labor regulations, with experience advising leaders and applying requirements consistently.
• Demonstrated ability to handle sensitive information and employee matters with sound judgment, appropriate boundaries, confidentiality, and careful attention to timing and tone.

Personal Attributes

The successful candidate will exhibit the following attributes:

Collaborative Partnership & Constructive Courage

• Builds strong, trusted relationships across HR functions, business units, and leadership teams to achieve the best outcomes for employees and the organization.
• Embraces collaboration and shared accountability, actively seeking diverse perspectives and leveraging the expertise of others.
• Demonstrates the confidence to ask thoughtful questions, respectfully challenge assumptions, and influence decisions that lead to better business and people outcomes.
• Balances support and advocacy with the courage to provide candid, actionable feedback when needed.
• Thinks beyond local priorities, helping leaders align decisions with enterprise objectives, company values, and consistent HR practices.

Credible Influence

• Earns trust through sound judgment, practical insight, consistency, and follow-through.
• Builds confidence with leaders and employees by being approachable, responsive, and dependable.
• Influences outcomes through expertise, relationships, and respectful candor rather than positional authority.

Sound People & Business Judgment

• Balances employee needs, business objectives, risk, and organizational context when making recommendations.
• Recognizes nuance in complex situations and avoids simplistic solutions to people-related challenges.
• Applies critical thinking and perspective to make thoughtful, balanced decisions.

Composure & Resilience

• Remains calm, objective, and solution-oriented when navigating ambiguity, competing priorities, or difficult situations.
• Maintains professionalism and sound judgment when emotions are high or information is incomplete.
• Adapts effectively to changing business needs while providing stability and confidence to others.

Ownership & Results Orientation

• Takes personal accountability for commitments and follows through on priorities with a sense of urgency and purpose.
• Navigates competing demands while maintaining quality, accuracy, and attention to detail.
• Uses data, insights, and business understanding to identify opportunities, solve problems, and drive meaningful outcomes.

Physical Demands:

The physical demands described here are representative of those that may be encountered while performing the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Office and Systems Work: The role generally involves desk or workstation activity, frequent use of computers, HR information systems, phones, and standard office equipment, and review of digital and printed information.
• Plant Environment: The role may involve movement through office and production areas and periodic exposure to moderate noise, changing temperatures, moving equipment, and site-required personal protective equipment.
• Lifting and Handling: The role may occasionally involve lifting, carrying, or handling office equipment, supplies, or materials weighing up to 10 pounds.
• Communication and Interaction: Regular communication with employees, leaders, candidates, and internal or external partners may occur in person and through phone, video, email, and other digital channels.
• Travel: Occasional travel of up to 25% may be associated with meetings, training, or business needs.

We offer a comprehensive benefits package including 401k with company match, Medical, Dental, Vision, Identity Theft Protection, Critical Illness, Accident, Hospital Indemnity, Pregnancy and Parental Leave, Fitness Reimbursement, Educational Assistance, Life, AD&D, Short- and Long-Term Disability, and Life Assistance Program.  

Kingspan is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to any factor, including veteran status and disability status, protected by applicable federal, state or local laws.