Human Resources Business Partner

Summary Partners closely with senior leadership and line managers to deliver HR services that support the company exceeding business goals, driving employee engagement, and enabling talent development within a multi‑site, multi‑state, dynamic, fast‑growing company. Essential Duties and Responsibilities HR Partner & Trusted Advisor Builds and maintains trusted advisor relationships with senior leaders and managers to influence decision‑making and drive organizational effectiveness. Partners with leadership to align people strategies with business objectives, including workforce planning, organizational design, and capability building. Leverages people analytics and business insights to identify trends, diagnose issues, and recommend data‑driven solutions. Leads execution of core HR processes (performance management, talent reviews, engagement surveys), ensuring quality, consistency, and business alignment. Guides leadership through change management and organizational design efforts tied to program expansions, reorganization, and contract transitions. Identifies opportunities to enhance employee experience and implement scalable, sustainable improvements. Collaborates with colleagues in compensation, benefits, talent acquisition, and training & development to implement scalable HR programs and initiatives. Employee Relations Serves as a subject matter expert on employee relations, employment laws, and company policies, ensuring compliant and consistent application across the organization. Manages and resolves complex employee relations issues, conducting thorough investigations, documenting findings, and implementing appropriate resolutions. Assessses and mitigates organizational risk by identifying trends and proactively recommending preventative strategies. Advises leaders and employees on a wide range of workplace matters, balancing legal compliance, company values, and business needs. Partners with legal and senior HR leadership as appropriate on high‑risk or sensitive matters. Facilitates offboarding processes, including exit interviews, and analyzes trends to inform retention and engagement strategies. Talent Management & Employee Development Partners with leaders to assess organizational capability, identify skill gaps, and develop talent strategies to support current and future business needs. Drives succession planning and talent pipeline development for critical roles. Supports identification and development of high‑potential employees. Coaches managers on effective performance management, feedback, and employee development initiatives. Leaves & Accommodations Serves as a subject matter expert on leave of absence programs and applicable laws (FMLA, PFML, ADA, etc.), providing guidance to employees, managers, and HR team members on leave‑related matters and supporting the resolution of complex or escalated cases. Owns the accommodations process for assigned business groups including providing guidance and following procedures for employees seeking medical or other legally defined accommodations. Ensures that applicable laws, policies, and procedures are being followed while demonstrating empathy for the employee. Other Responsibilities Develops and maintains Standard Operating Procedures (SOPs) to ensure consistency and scalability of HR practices. Partners with the Talent Acquisition team on hiring strategies, internal mobility, and workforce transitions. Leads or contributes to special projects and initiatives as requested. Demonstrates accountability and ownership in delivering results. Maintains regular attendance including being at work, being on time to work, and working full shifts. Other duties as assigned. Competencies Greenpoint Core Competencies Adaptability – adapts to changes, manages competing demands, and accepts constructive criticism/feedback and changes approach or method to best fit the situation. Communications – expresses ideas and thoughts effectively in verbal and written form, exhibits good listening and comprehension, and keeps others informed and uses appropriate communication methods. Dependability – responds to requests for service and assistance, follows instruction and responds to management direction, takes responsibility for own actions and does the best job possible, keeps commitments, and maintains reliable attendance. Initiative – sets and achieves challenging goals, demonstrates persistence and overcomes obstacles, measures self against a standard of excellence, recognizes and acts on opportunities, and takes calculated risks to accomplish goals. Teamwork – balances team and individual responsibilities, exhibits objectivity and openness to others' views, gives and welcomes feedback, contributes to building a positive team spirit, and puts the success of the team above own interests. Work Quality – demonstrates accuracy and thoroughness, displays commitment to excellence, looks for ways to improve and promote quality, applies feedback to improve performance, and monitors own work to ensure quality. Job Core Competencies Performance Coaching – defines responsibilities and expectations, sets goals and objectives, gives performance feedback, motivates for increased results, recognizes contributions, and encourages training and development. Judgment – displays willingness to make decisions, exhibits sound and accurate judgment, supports and explains reasoning for decisions, includes appropriate people in decision‑making process, and makes timely decisions. Planning/Organization – prioritizes and plans work activities, uses time efficiently, plans for additional resources, integrates changes smoothly, sets goals and objectives, and works in an organized manner. Problem Solving – identifies problems in a timely manner, gathers and analyzes information skillfully, develops alternative solutions, resolves problems in early stages, and works well in group problem‑solving situations. Summary of Education, Experience & Certification Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field, a minimum of 6 years progressive HR experience, including at least 3 years in an HRBP role; or equivalent combination of education and experience. HRBP experience supporting aerospace, defense, engineering or manufacturing workforces a plus. SPHR or SHRM–SCP preferred. Employees working on programs subject to International Traffic in Arms Regulations must qualify as a US Person. Required Knowledge, Skills & Abilities Expert level knowledge of U.S. employment law, employee relations, policy, procedures and HR compliance. Demonstrated success in change management and performance coaching. Strong analytical, interpersonal, and project management skills. Familiarity or demonstrated ability to quickly learn Department of Transportation (DOT) and other aerospace compliance frameworks. Experience with Lean, Six Sigma, or continuous improvement initiatives. Build relationships and gain trust with all levels of the organization. Advise on policy, procedures and HR related topics. Sound judgment, problem‑solving skills and ability to function independently. Advanced verbal, written, analytical and interpersonal skills. Organize effectively and prioritize work to meet deadlines. Timely and effective follow‑up and follow‑through. Attention to detail and first‑time quality. Expert understanding of Wage & Hour Laws, the Fair Labor Standards Act, FMLA, WPFML, ADA, ERISA and COBRA compliance. Proficient with Microsoft Office 365 and Human Resource Information System (HRIS) – SAP SuccessFactors and ADP Vantage preferred. Effectively research and integrate information from SHRM, legal and AI sources. Solve problems independently across a wide range of situations with limited to no documented process. Interpret, assess gaps and carry out a variety of instructions furnished orally, in writing, via diagram, or other method. Ability to sit for extended periods of time, use hands to lift and/or move up to 10 pounds, occasionally lift and/or move up to 25 pounds, and have close/color vision ability to adjust focus. Ability to travel as required. Ability to work outside of core business hours as required. About Greenpoint Technologies Greenpoint delivers nose‑to‑tail VIP Jet aircraft interiors for private clients and Heads‑of‑State. We are proud to be known in the aerospace industry for our design and engineering innovation, award‑winning company culture, and on‑time delivery of our beautiful products. We use leading‑edge tools and employee‑built processes to deliver extraordinary, one‑of‑a‑kind custom aircraft interiors. It’s complex work, but we work smart. In return for hard work, collaboration, and creativity, our people experience a culture custom built for high achievers. Big jobs and stretch assignments. High accountability environment, with transparent decisions aligned to values, open communication, and engaged leadership. Ability to make a big, visible impact on the end product. We welcome diverse contributions and provide equal employment opportunities to all individuals without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, age, physical or mental disability, genetic factors, military/veteran status or other characteristics protected by law. #J-18808-Ljbffr Greenpoint Technologies, Inc.