HR Business Partner

The Senior Human Resources Generalist serves as a strategic business partner to plant leadership and employees, providing comprehensive HR leadership across employee relations, talent acquisition, performance management, workforce planning, compensation, leave administration, compliance, organizational development, and employee engagement. This role partners closely with operational leaders to drive business objectives, develop organizational capability, ensure legal compliance, and foster a high-performance culture. The Senior HR Generalist operates independently, leads HR initiatives, coaches leaders at all levels, and serves as a trusted advisor to management on complex workforce matters. The Sr. HR Generalist primary duties and responsibilities are below, but not limited to: Primary Duties & Responsibilities: Strategic HR Partnership: Partner with plant leadership to develop and execute people strategies aligned with business objectives, operational priorities, and workforce needs. Act as a trusted advisor to managers and supervisors regarding organizational design, workforce planning, employee development, engagement, and retention strategies. Analyze workforce trends and HR metrics to identify risks, opportunities, and recommendations for continuous improvement. Lead change management initiatives to support organizational growth, operational excellence, and workforce effectiveness. Legal Compliance: Serve as the facility subject matter expert for federal, state, and local employment laws including FMLA, CFRA, ADA, FEHA, FLSA, EEO, OFCCP, and wage and hour regulations. Ensure HR programs, policies, and practices remain compliant with changing legal and regulatory requirements. Manage audits, affirmative action requirements, compliance reporting, and employment-related recordkeeping. Minimize organizational risk through proactive HR practices and sound employee relations management. Effectively coach and train staff in employment regulations and employee rights and responsibilities Knowledgeable of Leave of Absence regulations including FMLA, CFRA, and ACA. Prepare leave documentation upon request and manage leave administration. Compensation and Payroll: Partner with leadership on compensation recommendations, market competitiveness, internal equity, and promotional reviews. Support annual compensation planning processes and compensation analysis. Oversee payroll administration activities and ensure compliance with wage and hour regulations. Leverage HRIS and workforce analytics to drive decision-making and operational efficiency. Performance & Talent Management: Lead the annual performance management process and provide coaching to managers on goal setting, performance improvement plans, talent assessment, and employee development. Facilitate talent reviews and succession planning discussions. Identify leadership development opportunities and support employee career growth initiatives. Promote a culture of accountability, continuous feedback, and high performance. Talent Acquisition & Workforce Planning: Lead full-cycle recruitment efforts for exempt, non-exempt, technical, and leadership positions. Develop sourcing strategies to attract high-quality talent in a competitive manufacturing environment. Partner with leadership on workforce planning, succession planning, and talent pipeline development. Drive onboarding strategies that accelerate engagement, productivity, and retention. Learning & Development: Identify training and development needs across the organization and implement solutions to strengthen workforce capability. Support leadership development initiatives and management training programs. Lead employee engagement activities and initiatives designed to improve retention, morale, and overall organizational effectiveness. Champion diversity, inclusion, engagement, and continuous improvement initiatives. Employee Relations: Lead complex employee relations matters, investigations, conflict resolution, and corrective action processes while mitigating organizational risk. Provide expert guidance on policy interpretation, employment law compliance, and disciplinary decisions. Conduct thorough workplace investigations and prepare findings, recommendations, and supporting documentation. Partner with leadership to proactively address employee concerns and maintain a positive employee relations environment. Prevention, Safety and Wellness Partner with EHS leadership to reinforce a culture of safety and accountability. Support workers' compensation, return-to-work programs, and disability management processes. Promote employee wellness, engagement, and organizational culture initiatives that enhance the employee experience. Required Skills: Advanced knowledge of California and federal employment laws including FMLA, CFRA, ADA, FEHA, FLSA, EEO, OFCCP, and wage and hour regulations. Demonstrated ability to influence leaders and drive organizational change. Strong business acumen with the ability to align HR strategies to operational objectives. Experience conducting complex workplace investigations and resolving sensitive employee relations issues. Strong analytical skills with the ability to leverage HR metrics and workforce data to guide decision-making. Exceptional presentation, communication, coaching, and consulting skills. Proven ability to build credibility and trust with employees, managers, and senior leadership. Experience leading HR projects and implementing process improvements. Ability to successfully manage multiple priorities in a fast-paced manufacturing environment. Advanced proficiency in HRIS systems, Microsoft Office Suite, and workforce analytics tools. Required Experience: 7-10+ years of progressive Human Resources experience, including significant employee relations and business partnership responsibilities. Minimum 3-5 years supporting manufacturing, industrial, aerospace, or operational environments. Demonstrated experience partnering with managers and senior leaders on strategic workforce initiatives. Experience leading complex investigations, organizational change initiatives, and talent management programs. Multi-site HR support experience strongly preferred. Experience with Workday and HR analytics platforms preferred. Level of Education: Bachelor's degree in Human Resources, Business Administration, Industrial Relations, Organizational Development, or related field required. SHRM-SCP, SHRM-CP, SPHR, or PHR certification strongly preferred. Physical Demands 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 use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. The employee frequently is required to sit. The employee is occasionally required to stand; walk; climb or balance; and stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 20 pounds. Specific vision abilities required by this job include close vision, color vision, and ability to adjust focus. The work environment characteristics described here are representative of those an employee encounters while performing 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 occasionally exposed to airborne particles and vibration. The noise level in the work environment is usually moderate. PCC Rollmet is an equal opportunity employer. The company's policy and practice is to provide equal employment opportunities and to assure those opportunities, without regard to age, sex (including pregnancy, childbirth, breastfeeding or related medical conditions, gender, race, color, creed, national origin, ancestry, sexual orientation including gender identity or gender expression, religion, (including religious dress and religious grooming), mental or physical disability, legally protected medical condition, genetic information, marital status, military or veteran status, reproductive decision making, or any other status protected by applicable local, state or federal anti-discrimination laws. Our organization has a responsibility to comply with all applicable requirements set forth by International Traffic Arms Regulations ("ITAR", 22 CFR 120-130). As such, this position may have access to ITAR controlled information and must meet eligibility requirements to work in the United States. Precision Castparts Corp. is an equal opportunity employer committed to recruit, hire, train, and promote in all job categories without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or other status protected by applicable law. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. For informational purposes only, the range of pay for this role is $90400 to $120400 US Dollar (USD) Salaried based on a variety of factors. For informational purposes only, this role is eligible to participate in the Company's Quarterly Cash Bonus Plan, paid out at the quarterly bonus factor 2X the Company's bonus multiple, based on the Company's performance in the applicable quarter. Employees will receive 120 hours paid time off every year. Employees will also receive 10 paid holidays. Employees (and their families) are eligible to participate in the company's medical, dental, vision, and basic life insurance. Employees are eligible to enroll in the Company's 401(k) plan. #J-18808-Ljbffr