Human Resources Business Partner

Human Resources Business Partner

The Human Resources Business Partner serves as the primary HR advisor to leaders and employees, partnering closely with management to build organizational capability, strengthen leadership effectiveness, resolve employee relations matters, and drive business results. This role owns full-cycle recruiting while operating as a trusted, independent consultant to people leaders across the employee lifecycle — including performance management, workplace investigations, leave administration, accommodations, employee engagement, compliance, and workforce planning. The successful candidate is a seasoned HR professional who navigates complex situations with sound judgment, coaches leaders through difficult conversations, and requires minimal oversight.

Essential Responsibilities

Strategic HR Business Partnership & Employee Relations (65%)

• Serve as the primary HR contact for assigned departments, building credibility and trust with leaders.

• Lead workplace investigations involving misconduct, harassment, and policy violations.

• Coach managers through performance concerns, documentation, corrective action, and separations.

• Draft and review written warnings, performance improvement plans, and related HR communications.

• Administer leave of absence and accommodation programs, including ADA, FMLA, state leave laws, workers' compensation, and short-term disability, in partnership with third-party administrators.

• Partner with business leaders on organizational structure, workforce planning, succession planning, and internal mobility.

• Advise managers on employment law, policy interpretation, and conflict resolution.

• Ensure compliance with federal and state employment law and internal policy; support audits as needed.

• Lead HR projects, including engagement initiatives, leadership development, and change management.

• Escalate significant legal or organizational risk to the VP of HR.

Talent Acquisition (35%)

• Manage full-cycle recruiting for professional, technical, corporate, and operational positions.

• Partner with hiring managers to define hiring strategy and sourcing approach.

• Conduct candidate screening and behavioral-based interviews.

• Prepare offer recommendations and negotiate within approved guidelines.

• Oversee pre-employment screening, onboarding, and candidate experience.

Qualifications

Required

• Bachelor's degree in Human Resources, Business, or related field, or equivalent experience.

• 5–7 years of progressive HR experience, with demonstrated expertise in employee relations, workplace investigations, performance management, ADA/FMLA/leave administration, recruiting, manager coaching, and employment law.

• Proven ability to operate independently and manage competing priorities with minimal supervision.

• HRIS experience (ADP Workforce Now preferred).

Preferred

• Manufacturing, distribution, supply chain, or consumer products experience.

• Multi-state employment experience.

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

• Lean Six Sigma certification.

• Experience supporting executive leaders.

Success Profile

• Exercises excellent judgment and handles confidential matters appropriately.

• Independently manages multiple competing priorities.

• Builds credibility with leaders quickly and influences without direct authority.

• Willing to have difficult conversations and maintains composure under pressure.

• Thinks strategically while executing tactically.

Physical Demands:

While performing the duties of this job, the employee is regularly required to sit and use hands to finger, handle, or feel, such as keyboarding and writing. The employee is frequently required to reach with hands and arms, as well as to talk and hear. The role requires visual acuity sufficient to read and draft reports, memos, and letters, and to perform job responsibilities efficiently. The employee must be able to speak and communicate clearly and lift up to 20 pounds safely. Occasional travel is required for recruitment events, meetings, and off-site activities.

Mental Demands:

The role requires clear and conceptual thinking ability, excellent judgment, and strong troubleshooting, problem-solving, and analytical skills. The ability to handle work-related stress, manage multiple priorities simultaneously, and meet deadlines is essential. Discretion and sound judgment are critical in handling sensitive HR matters and confidential information.

Working Conditions:

The working environment is primarily indoors in an office setting, with occasional travel to attend recruitment events, job fairs, or off-site meetings. The role may require evening or weekend hours to accommodate special events, recruitment activities, or urgent business needs. The employee must be on-call to address delays, emergencies, inclement weather, or other time-sensitive issues affecting the business. Regular use of standard office equipment, including a computer, telephone, and other devices, is required.

Reasonable Accommodations:

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job.

SeneGence is an equal opportunity employer. All employment decisions are made without regard to race, color, age, gender, gender identity or expression, sexual orientation, marital status, pregnancy, religion, citizenship, national origin/ancestry, physical/mental disabilities, military status or any other basis prohibited by law.