Human Resources Business Partner

Human Resources Business Partner

The Human Resources Business Partner (HRBP) serves as the primary HR resource for an assigned location, partnering closely with managers and employees to support staffing, employee relations, performance management, onboarding, engagement, and compliance initiatives. The HRBP is responsible for full-cycle recruiting and onboarding activities while providing day-to-day HR support to operations leadership.

This role works collaboratively with the Senior Human Resources Manager on employee relations, investigations, labor relations matters, workforce planning, and organizational initiatives. The ideal candidate is highly visible within the operation, builds strong relationships with employees and managers, and helps drive a positive, compliant, and productive workplace culture.

The HR Business Partner is expected to spend a significant portion of their workday on the production floor building relationships with employees and managers, proactively identifying concerns, and supporting operational objectives.

Bilingual fluency in English and Spanish is required.

Essential Duties and Responsibilities

Talent Acquisition & Onboarding

• Manage full-cycle recruiting for hourly and non-exempt positions within the assigned location.
• Partner with hiring managers to identify staffing needs and develop recruitment strategies.
• Screen applicants, conduct interviews, coordinate hiring activities, and facilitate job offers.
• Maintain relationships with staffing agencies and recruiting partners.
• Coordinate and facilitate new hire orientation and onboarding programs.
• Ensure completion of all pre-employment and onboarding requirements.
• Support employee retention efforts through effective onboarding and engagement practices.

Employee Relations

• Serve as the first point of contact for employee and supervisor HR-related concerns.
• Provide guidance regarding company policies, procedures, and workplace expectations.
• Address attendance, conduct, and performance concerns in partnership with management.
• Conduct preliminary employee relations inquiries and escalate complex matters as appropriate.
• Support corrective action and performance management processes.
• Promote a positive work environment and employee engagement.
• Maintain a visible and approachable presence throughout the facility.

Leadership Support & Performance Management

• Partner with supervisors and managers to improve employee performance and accountability.
• Coach managers on effective communication, employee management, conflict resolution, and employee engagement.
• Support performance evaluations, employee development plans, and coaching initiatives.
• Assist managers in addressing workplace challenges and staffing concerns.
• Provide guidance on consistent application of company policies and practices.

Leave of Absence & Benefits Support

• Serve as the initial HR contact for employees regarding leave requests and benefit-related questions.
• Assist employees in obtaining required leave and benefits information.
• Coordinate with the Senior Human Resources Manager regarding FMLA, PFL, ADA accommodations, workers' compensation matters, and other leave-related programs.
• Support communication between employees, supervisors, and HR regarding leave administration and return-to-work processes.
• Assist with employee benefit communication and education initiatives.

Training & Employee Development

• Facilitate new hire orientation and HR-related training programs.
• Support compliance, safety, and leadership development training initiatives.
• Assist in identifying training needs and development opportunities within assigned departments.
• Promote employee growth and development opportunities.

Compliance & HR Administration

• Ensure compliance with company policies and applicable federal, state, and local employment laws.
• Maintain accurate employee records and documentation.
• Assist with HR audits, reporting requirements, and compliance initiatives.
• Maintain confidentiality of employee and company information.
• Support implementation of HR programs, policies, and procedures.

Organizational Support

• Participate in employee engagement and culture-building initiatives.
• Support workforce planning and staffing discussions.
• Analyze turnover, attendance, and workforce trends and provide recommendations to leadership.
• Assist with special projects and HR initiatives as assigned.
• Partner with the Senior Human Resources Manager to support business objectives and organizational goals.

Qualifications

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related field, or equivalent combination of education and experience.
• Minimum of 3–5 years of progressive Human Resources experience.
• Bilingual in English and Spanish (written and verbal).
• Experience in full-cycle recruiting and onboarding.
• Strong employee relations and performance management experience.
• Knowledge of federal, state, and local employment laws.
• Excellent communication, interpersonal, and conflict resolution skills.
• Strong organizational skills with the ability to manage multiple priorities.
• Proficiency in Microsoft Office and HRIS systems.

Preferred Qualifications

• Experience in a manufacturing, food production, warehouse, or distribution environment.
• Experience supporting a bilingual workforce.
• Experience in a unionized environment.
• Experience with ADP Workforce Now.
• SHRM-CP, SHRM-SCP, PHR, or equivalent certification.

Core Competencies

• Employee Relations
• Talent Acquisition & Retention
• Leadership Coaching
• Communication & Influence
• Conflict Resolution
• Problem Solving
• Relationship Building
• Organizational Effectiveness
• Adaptability
• Confidentiality & Professionalism

Physical Requirements

• Ability to work in both office and production environments.
• Ability to regularly walk production floors and interact with employees across all departments and shifts.
• Ability to sit, stand, walk, bend, and occasionally lift up to 25 pounds.

Work Environment

• Fast-paced manufacturing and office environment.
• Frequent interaction with employees, supervisors, managers, staffing agencies, and leadership teams.
• Occasional travel between company locations may be required.
• Flexibility to support various shifts and operational needs when necessary.