HR Business Partner

Partner with leaders on business and workforce priorities, including workforce planning and monitoring headcount, vacancies, hiring, overtime, attendance, turnover, time-to-fill, engagement, and internal movement. Use workforce trends to identify needs and support measurable action plans. Provide employee relations and compliance support, respond to employee and manager questions, assist with workplace investigations, and guide attendance, performance, and corrective-action processes. Apply policies consistently and elevate complex or high-risk matters appropriately. Develop manager and supervisor capabilities through guidance on goal setting, feedback, documentation, accountability, employee development, and HR policy application. Support talent acquisition, onboarding, retention, and employee experience initiatives. Coordinate performance reviews, talent discussions, succession planning, high-potential development, training, tuition reimbursement, and online learning administration. Strengthen engagement and culture through surveys, recognition, communications, inclusion efforts, and action plans. Collaborate across HR to provide responsive, consistent support across departments and shifts. Partner with HR and EHS on safety initiatives, workers’ compensation, return-to-work programs, required documentation, and employment-law compliance. Support compensation, organizational, and change initiatives, including market and job information, compensation and job-evaluation documentation, communications, training, and employee needs related to process, technology, organizational, and culture changes. Requirements 3+ years of progressive HR experience, including exposure to employee relations, performance management, recruiting, engagement, training, or HR operations. Foundational knowledge of employment laws and understanding of when to seek guidance or elevate a concern. Ability to apply policies consistently while balancing employee needs, business requirements, empathy, and accountability. Ability to build credibility by listening, communicating clearly, maintaining confidentiality, and following through on commitments. Comfort supporting managers, coordinating HR processes, analyzing information, and making practical recommendations. Effective verbal and written communication with employees and leaders at different levels. Organized, curious, dependable, and motivated to develop HR business-partner capabilities. Bachelor’s degree in Human Resources, Business Administration, or a related field is preferred; relevant HR experience may be considered in place of a degree. Proficiency with Microsoft Office applications and ability to learn and use HRIS, applicant-tracking, learning-management, and reporting systems. Primarily office-based and comfortable with occasional work in production-floor and lab settings. Availability for approximately 20% travel based on business needs. Must be authorized to work for any employer in the U.S.; employment visa sponsorship is unavailable. Core Competencies Demonstrates expertise in employee relations, performance management, and talent acquisition while effectively applying HR policies and compliance standards. Capable of analyzing workforce trends to support strategic HR initiatives and enhance employee engagement. Highest-signal resume keywords Employee Relations Performance Management Talent Acquisition HR Policy Application Workforce Planning ATS Optimization Keywords Hard Skills HR Operations Workforce Analysis Compliance Support Performance Review Coordination Succession Planning Training Administration Employee Development Engagement Strategies Data Analysis Employment Law Knowledge Soft Skills Effective Communication Organizational Skills Empathy Dependability Curiosity Industry Keywords Workforce Trends Employee Experience Change Initiatives Safety Initiatives Workers' Compensation Tools & Technologies Microsoft Office HRIS Applicant-Tracking Systems Learning-Management Systems Reporting Systems #J-18808-Ljbffr