Human Resources Business Partner

Key Responsibilities Understand business priorities across manufacturing and field service and translate them into actionable HR strategies Partner with plant leadership and field operations leaders to drive workforce planning, productivity, and organizational effectiveness Provide thought leadership on organizational design, talent planning, and change management initiatives Employee Relations & Workforce Support Serve as the primary HR partner for hourly employee populations, including direct support within plant environments Lead and manage employee relations issues including investigations, performance management, and conflict resolution Coach front-line supervisors and managers on effective performance management and employee engagement practices Support leave of absence and accommodation processes in a high-volume operational environment Plant & Field Engagement Maintain a strong on-site presence (“walk the floor”) to build relationships, assess culture, and proactively identify issues Act as a visible and approachable HR resource for hourly employees and supervisors Support geographically dispersed field service teams, ensuring consistency in HR practices across locations Talent & Workforce Planning Partner with Talent Acquisition to develop and execute hiring strategies for hourly and skilled labor roles Support retention strategies, workforce planning, and succession planning for key operational roles Use workforce data and insights to drive improvements in productivity, turnover, and engagement Compensation & Performance Partner with compensation and leadership teams on pay practices, role classification, promotions, and market competitiveness Guide leaders through performance management processes, including goal setting, development, and corrective action Compliance & Risk Management Ensure compliance with federal, state, and local employment laws, including wage and hour regulations, leave laws, and workplace policies Partner with legal counsel on complex employee relations matters and mitigation of risk Support audits, investigations, and documentation related to employment practices Qualifications Bachelor’s degree in Human Resources, Business Administration, or related field required 3+ years of progressive HR experience, including direct support of manufacturing, operations, or field-based workforces Strong experience supporting hourly employee populations and front-line leaders Demonstrated expertise in employee relations, compliance, and performance management Experience working in multi-state environments Physical Requirements The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit, stand, walk, bend, use hands, operate a computer, and have specific vision abilities to include close and distance vision, and ability to adjust focus working with computer and business equipment. Work Conditions Scientific Games, LLC and its affiliates (collectively, “SG”) are engaged in highly regulated gaming and lottery businesses. As a result, certain SG employees may, among other things, be required to obtain a gaming or other license(s), undergo background investigations or security checks, or meet certain standards dictated by law, regulation or contracts. In order to ensure SG complies with its regulatory and contractual commitments, as a condition to hiring and continuing to employ its employees, SG requires all of its employees to meet those requirements that are necessary to fulfill their individual roles. As a prerequisite to employment with SG (to the extent permitted by law), you shall be asked to consent to SG conducting a due diligence/background investigation on you. This job description should not be interpreted as all-inclusive; it is intended to identify major responsibilities and requirements of the job. The employee in this position may be requested to perform other job‑related tasks and responsibilities than those stated above. #J-18808-Ljbffr