Human Resources Business Partner

Job Description

Job Description

Department : Human Resources

Reports to : Human Resources Manager

Employment Type : Full-Time, Exempt

Salary : $95-$125K

Position Summary

The HR Business Partner reports to the Human Resources Manager, and is responsible for supporting the day-to-day operations of the Human Resources function, ensuring compliance with employment law, and supporting a positive, productive workplace. This role helps supervise a small HR team and partners closely with department managers on recruiting, employee relations and development, benefits administration, and policy implementation.

Key Responsibilities include, but are not limited to:

• Supervise daily HR operations, including recruiting, onboarding, and employee records management
• Advise and participate in high level position recruitment: posting positions, screening candidates, coordinating interviews, and extending offers
• Serve as a primary point of contact, with HR Manager, for employee relations issues, including conflict resolution, performance concerns, and workplace investigations
• Help ensure compliance with federal, state, and local employment laws (FLSA, FMLA, ADA, EEOC, OSHA, etc.)
• Help maintain and update employee handbook, HR policies, and procedures to reflect current law and best practices
• Support performance management processes, including reviews, goal-setting, and disciplinary actions
• Track and analyze HR metrics (turnover, time-to-fill, headcount) and report to leadership
• Coordinate training and development initiatives, including compliance training and safety programs
• Help oversee workers' compensation claims
• Lead or support employee engagement initiatives, recognition programs, and company events
• Mentor and provide day-to-day guidance to HR staff
• Maintain confidentiality of sensitive employee and company information at all times

Strategic & Program Development Responsibilities

• Design and implement a formal performance review plan, including timelines, evaluation criteria, and manager training on delivery
• Develop and draft a leadership training program for managers, covering core competencies such as coaching, delegation, and conflict management
• Track attendance trends by employee; develop improvement and mitigation plans for chronic attendance issues
• Research and develop a strategic retention and pay scale program, including compensation benchmarking and pathways for advancement
• Help develop and train in an Ai usage policy governing appropriate use of Ai tools by employees

• Help develop and train in an ICE (Immigration and Customs Enforcement) policy, including guidance for managers on responding to agency requests or workplace visits

HR Metrics & Analysis

• Analyze ROI and cost of performance related to HR programs and initiatives
• Track and report on hiring and turnover metrics, identifying trends and root causes
• Develop and monitor retention metrics and KPIs
• Drive continuous improvement of HR processes through ongoing metrics review
• Lead diversity initiatives and analysis, tracking representation and progress against goals
• Develop and maintain a succession planning framework for key roles

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience)
• 15+ years of progressive HR experience, including at least 2 years in a lead or supervisory capacity
• Strong working knowledge of employment law and HR compliance requirements
• Experience with HRIS systems and Microsoft Office Suite
• Excellent interpersonal, written, and verbal communication skills
• Strong organizational skills with the ability to manage multiple priorities and maintain confidentiality
• Demonstrated ability to handle sensitive situations with discretion and sound judgment

Preferred Qualifications

• PHR, SPHR, SHRM-CP, or SHRM-SCP certification
• Experience in a manufacturing or technical/industrial environment
• Familiarity with ISO 9001 or similar quality/compliance frameworks
• Experience supporting union or government-contract compliance requirements (e.g., ITAR, EEO reporting)

Physical Requirements / Work Environment

• Primarily office-based with occasional time on the production floor
• Ability to sit, stand, and use a computer for extended periods
• Occasional local travel for training, recruiting events, or offsite meetings

What We Offer

• Competitive salary based on experience
• Benefits: health/dental/vision, 401(k), PTO, etc.
• Opportunity to shape HR processes in a growing organization
• Collaborative, close-knit team environment