HR Business Partner

Shape your future at IEWC! As an employee-owner, you will be a valued team member, contributing to something bigger and gaining skills that will set your career up for hypergrowth! Overview The Human Resources Business Partner is responsible for providing dedicated HR leadership and execution support for IEWC’s capacity expansion in the Carrollton, TX area. This role will be critical to supporting one of IEWC’s most important growth initiatives by executing the hiring and onboarding strategy, stewarding IEWC’s culture with a rapidly expanding workforce, and providing ongoing HR leadership for a site expected to grow to 200+ employees in 2027. The HRBP will serve as the primary onsite people partner for site leadership, frontline leaders, and employees. This role will align business objectives with people strategies, ensure consistent application of HR policies and practices, support employee engagement and retention, and help build the leadership and workforce capability required to successfully execute the site ramp-up. POSITION RELATIONSHIPS The Human Resources Business Partner will report directly to the Human Resources Director – Global Operations & Supply Chain. This role will work closely with site leadership, operations leadership, Talent Acquisition, Payroll, Safety, Talent Development, and other HR team members to ensure the ramp-up is executed with strong people processes, clear communication, and consistent HR practices. The HRBP will partner directly with frontline leaders to strengthen leadership capability, support effective employee relations practices, and build a positive employee experience during a period of rapid workforce growth. Key Responsibilities Lead site-level HR execution for IEWC’s planned capacity expansion, including workforce ramp support for 100+ hires. Partner with Talent Acquisition and site leadership to execute recruiting plans, hiring events, interview processes, selection practices, and candidate communication. Support workforce planning by tracking hiring progress, open roles, start dates, staffing gaps, onboarding capacity, and ramp readiness. Own the site onboarding and new-hire integration experience, ensuring employees are welcomed, prepared, trained, and connected to IEWC’s culture and expectations. Establish new-hire check-in routines to identify early concerns, improve engagement, and reduce ramp-up attrition. Serve as a steward of IEWC’s culture by reinforcing company values, leadership expectations, communication practices, and a positive employee experience during rapid growth. Coach frontline leaders on employee communication, attendance management, performance expectations, corrective action, conflict resolution, and team leadership. Provide day-to‑day performance management guidance to leaders, including coaching, counseling, documentation, disciplinary actions, and employee development support. Manage and resolve employee relations issues in a timely, fair, and objective manner, including conducting effective investigations when needed. Ensure consistent application of HR policies, attendance practices, conduct standards, performance expectations, and employment documentation. Maintain working knowledge of federal, state, and local employment requirements and partner with HR leadership or legal counsel as needed to reduce risk and ensure compliance. Partner with site leadership and the HR team to monitor workforce trends, engagement, retention, leadership capability, and other people‑related risks; recommend practical solutions that support ramp success and long‑term site performance. The above represents the essential job functions that you are assigned to perform in your job. If you are unable to perform these essential duties, please see Human Resources as IEWC may be able to provide reasonable accommodation against the ADA requirements. We are an equal opportunity employer and are committed to providing equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, or any other characteristic protected by applicable federal, state, or local law. The values, competencies, technical skills and physical demands enumerated below are representative of those required while taking action to successfully fulfill the Key Responsibilities of the position. VALUES AND COMPETENCIES Support IEWC’s commitment to its Vision, Values and Purpose. Technical Skills Education and/or Experience: Bachelor’s degree required. Minimum of 5 years of progressive Human Resources experience, with experience supporting production, distribution, manufacturing, or high‑growth operational environments strongly preferred. Strong working knowledge of multiple HR disciplines, including recruiting partnership, onboarding, employee relations, performance management, attendance management, compensation practices, organizational diagnosis, and employment law. Experience in resolving employee relations issues and conducting objective workplace investigations. Experience supporting workforce ramp‑ups, site start‑ups, high‑volume hiring, or major operational growth initiatives preferred. Reasoning Ability: Ability to balance a strategic focus with strong execution, process discipline, sound judgment, and attention to detail. Must be able to operate effectively in a fast‑paced environment while remaining organized and on‑task. Computer Application Skills: Ability to work with Microsoft Office, HRIS systems, applicant tracking systems, and standard business applications. PHYSICAL DEMANDS Movement: Frequently required to use hands to finger, handle or feel. Regularly required to sit and talk or hear. Occasionally required to stand and walk. Occasionally required to reach above shoulders, stoop, kneel or crouch. Specific vision abilities required by this job include close vision, distance vision and ability to adjust focus. Occasionally required to lift and/or move up to 25 pounds. Vision: Specific vision abilities required by this job include close vision, distance vision and ability to adjust focus. Work Environment: Occasionally is exposed to a Distribution Center or manufacturing environment and outside weather conditions. Occasionally is exposed to fumes and airborne particles. Occasionally is exposed to a noise level ranging from moderate to high. Occasionally is exposed to risk of electrical shock. Travel: Frequently required to perform work related travel, including international travel. Reasonable accommodation: Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. The above represents the essential job functions that you are assigned to perform in your job. If you are unable to perform these essential duties, please see Human Resources as IEWC may be able to provide reasonable accommodations against the ADA requirements. #J-18808-Ljbffr