Human Resources Business Partner

Loar Group (NYSE: LOAR) is a diversified manufacturer and supplier of niche aerospace and defense components that are essential for today’s aircraft and aerospace and defense systems. Loar has established a strong track record of profitability through a combination of organic growth and strategic acquisitions.

The HR Business Partner (HRBP) is a hands-on, individual contributor role responsible for leading the day-to-day HR function within a fast-paced, growing manufacturing environment. The HRBP will partner closely with business leaders and employees across the organization, providing support across recruiting, employee relations, compliance, benefits administration, leave management, onboarding, safety, and talent development.

This role requires someone who is comfortable working across both the operational and strategic sides of HR. The ideal candidate brings strong manufacturing HR experience, and the ability to build trusted relationships with employees and leaders while improving HR processes and supporting the continued growth of the business.

Key Responsibilities

HR Operations & Compliance

• Lead day-to-day HR activities including onboarding, offboarding, employee changes, HRIS updates, personnel records, and employee inquiries.
• Ensure HR policies and practices comply with federal, state, and local employment requirements.
• Maintain accurate documentation related to employee relations, investigations, leaves, payroll changes, and other personnel actions.
• Support payroll and benefits administration, including timekeeping, employee changes, enrollments, employee questions, and issue resolution.
• Maintain and update HR policies and provide compliance-related training to employees and leaders as needed.

Employee Relations & Leadership Support

• Serve as a primary HR resource for employees and leaders on workplace and employee relations matters.
• Conduct employee investigations and ensure issues are handled fairly, consistently, and appropriately documented.
• Coach managers on performance management, employee relations, conflict resolution, communication, and other people-related matters.
• Build strong relationships with employees at all levels of the organization and maintain an active presence within the manufacturing operation.

Recruiting & Onboarding

• Lead full-cycle recruiting for high-volume hourly manufacturing positions as well as technical, engineering, and salaried roles.
• Build candidate pipelines for production, skilled trades, maintenance, engineering, and other critical positions.
• Partner with business leaders to understand current and future staffing needs and adjust recruiting priorities as business requirements change.
• Own the onboarding process, including pre-employment requirements, orientation, documentation, safety training, and coordination with hiring managers.
• Partner with leaders to support new employees through their first 90 days and identify opportunities to improve onboarding and early retention.

Employee Engagement & Talent Management

• Develop strong relationships with employees through regular interaction and direct support.
• Partner with leaders on employee engagement, retention, recognition, and communication initiatives.
• Support performance management, employee development, succession planning, and leadership development activities.
• Partner with corporate HR and Talent Management on company-wide programs and initiatives, ensuring they are effectively implemented within the business.

Leave Management & Safety

• Manage FMLA, ADA accommodations, personal leaves, workers’ compensation, and return-to-work processes.
• Maintain accurate documentation and communication with employees and leaders throughout the leave and accommodation process.
• Partner with EHS and business leadership on safety initiatives, training, incident investigations, and corrective actions.

HR Systems, Data & Process Improvement

• Use HR systems and reporting to maintain accurate employee information and support business decision-making.
• Monitor HR metrics including staffing, turnover, attendance, and other workforce trends.
• Serve as the on-the-ground HR partner for the implementation of SAP SuccessFactors, helping ensure the system and related processes reflect the needs of Loar’s businesses and employees.
• Partner closely with Loar’s Corporate HRIS Manager and Deloitte, our implementation partner, to support system design, testing, data readiness, implementation, and adoption at the business level.
• Help translate business and employee needs into effective workflows and processes within SuccessFactors, with significant support from the corporate HR team and external implementation resources.
• Identify opportunities to simplify and improve HR processes as the business grows.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Industrial Relations, or a related field.
• 5+ years of progressive HR experience in a manufacturing environment, including experience serving as a primary or lead HR resource for a business or facility.
• Strong experience recruiting high-volume hourly manufacturing employees as well as technical and engineering talent.
• Working knowledge of employment law, HR compliance, employee investigations, policy administration, and documentation requirements.
• Hands-on experience supporting payroll, benefits administration, HRIS transactions, and employee records.
• Experience managing FMLA, ADA accommodations, workers’ compensation, and return-to-work processes.
• Experience partnering with EHS or safety teams in an industrial or manufacturing environment.
• Demonstrated ability to coach managers and work effectively with employees and leaders at all levels of an organization.
• Strong HRIS and technology capabilities; SuccessFactors experience is highly preferred.
• Ability to use HR data and workforce trends to identify issues and support business decisions.
• Strong communication skills, judgment, discretion, and the ability to manage multiple priorities in a fast-paced environment.
• Previous experience working directly in manufacturing operations or frontline leadership is a plus.