HR Business Partner

Job Description

Job Description

RefrigiWear is the industry's leading manufacturer of insulated industrial work wear, accessories, and personal protective equipment for use in subzero temperatures, inclement weather, and low-visibility environments.

Established in 1954, RefrigiWear pioneered the insulated outerwear industry and since, has led the industry with continuous product innovations to provide a "modern way to keep warm."

To support our most valued assets, our people, we are seeking a strategic and hands-on HR Business Partner (HRBP) to execute on core HR programs and day-to-day talent initiatives that support business operations and employee performance. This role works closely with HR and Business leaders to drive recruiting activities, coordinate onboarding and development efforts, support performance management, address employee relations matters, and support employees through the consistent execution of HR programs, policies and procedures while building on our strong culture and shared value of employee engagement.

Key Responsibilities Include:

Talent Acquisition

• Partner with hiring managers to execute on recruiting strategies that attract high-quality, diverse talent.
• Partner with hiring team and candidates throughout the hiring process to improve candidate quality, hiring speed, and quality of hire.
• Support employer branding initiatives that strengthen RefrigiWear's reputation as an employer of choice.
• Analyze recruiting metrics to continuously improve sourcing effectiveness, candidate experience, and time-to-fill.

Learning & Leadership Development

• Coordinate leadership development programs for frontline leaders and managers.
• Partner with leaders to execute individual development plans for high-potential employees and succession candidates.
• Evaluate training effectiveness and recommend enhancements based on KPIs and business outcomes.
• Coordinate mentorship and cross-functional training programs.

Performance Management

• Support the annual performance management process through system administration and alignment with organizational goals.
• Provide guidance and best practices to managers on delivering effective feedback, conducting performance conversations, and managing employee development.
• Support performance improvement planning and provide guidance on addressing performance challenges.

Employee Relations & Organizational Effectiveness

• Partner with managers to resolve employee concerns while promoting fairness, consistency, and compliance.
• Support HR and Senior Leadership team execute on organizational change initiatives through effective communication and change management strategies.
• Champion employee engagement initiatives that reinforce company culture and values.

HR Strategy & Business Partnership

• Implement continuous improvement principles to HR processes, talent programs, and employee experience.
• Ensure compliance with employment laws and company policies while balancing business needs.

Compensation & Benefits (Reduced Scope)

• Partner with HR leadership to provide manager guidance and organizational insights during annual salary planning.
• Support compensation decisions with market and internal equity data.
• Serve as an escalation point for complex employee benefit questions while partnering with the external broker on program administration.

Qualifications

• 3-5 years of progressive HR experience with demonstrated success in executing on talent management, talent acquisition, organizational development and performance management initiatives.
• Bachelor's Degree in Human Resources, Business Management, Psychology or a related field.
• Experience partnering with HR leadership and business leaders to execute on workforce and talent strategies.
• Strong background in managing employee communications and change management initiatives.
• Proven ability to influence leaders and drive organizational change without direct authority.
• Strong analytical skills with the ability to interpret workforce data and make strategic recommendations.
• Strong knowledge of employment law and HR best practices.
• SHRM-CP/SHRM-SCP or PHR/SPHR preferred.