Human Resources Business Partner

The Human Resources Business Partner supports all HR functions for the manufacturing plant, including recruiting, onboarding, employee relations, attendance management, payroll support, compliance, engagement, training, reporting, and HR administration. This role serves as a key HR contact for employees, supervisors, managers, temporary staffing agencies, and corporate HR partners, ensuring consistent application of policies, accurate HR processes, and a positive employee experience. Major Duties and Responsibilities Recruiting, Staffing, and Onboarding Post open positions and coordinate recruitment activities for regular and temporary roles. Review resumes, identify qualified candidates, and forward candidates to hiring managers for review. Schedule and conduct initial interviews; document interview notes and provide recommendations to hiring managers. Coordinate in-person interviews, plant tours, start dates, and new‑hire orientation. Partner with temporary staffing agencies to fill open roles, coordinate assignments, and manage temp start and end dates. Prepare offer letters and employment status change forms for approval. Initiate background screenings, auditory screenings, IT account requests, and other pre‑employment requirements. Complete new‑hire paperwork, onboarding activities, badge access, employee photos, locker assignments, and system setup. Enter and maintain employee information in HR and business systems, including ADP, Intellect, ConnectOne, HRCloud, Tapcheck, and related platforms. Upload new‑hire documentation and communicate updates to Payroll, Benefits, Compensation, Training, and Documentation teams. Employee Relations and Performance Support Serve as a liaison between employees, supervisors, managers, and HR leadership. Review employee complaints, conduct investigations, gather witness statements, and document findings. Prepare and issue corrective action documentation, warning notices, attendance memos, and employee communications. Conduct employee counseling meetings, mediations, exit interviews, and termination meetings as needed. Support managers with performance reviews, merit increases, goals, reductions in force, difficult terminations, and other sensitive employee matters. Partner with Legal and HR leadership on matters requiring legal review or advisement. Attendance, Payroll, and Workforce Administration Monitor attendance records, review call‑ins, and prepare attendance‑related documentation. Coordinate leave‑of‑absence call‑in information with the Benefits and Compensation Manager. Review temporary employee timecards, submit temporary labor hours to staffing agencies and Finance, and verify payroll accuracy. Review employee timecards and payroll reports before and after payroll submission. Configure bonus amounts and run attendance reports related to quarterly bonus programs. Process employee terminations in applicable HR systems and notify appropriate stakeholders. Reporting, Compliance, and Safety Prepare and submit HR reports, including turnover, DEI, OSHA, monthly HR data, and other plant‑level reporting. Collect incident documentation, support investigations, and complete OSHA‑required forms when applicable. Attend Safety Committee meetings and support safety‑related HR processes. Conduct audits related to I‑9s, terminated employee files, lockers, photo boards, job postings, HERO Act requirements, retention files, and HR documentation. Maintain compliance with applicable federal, state, and company requirements, including tax forms, I‑9 documentation, HERO Act updates, and retention standards. Stay current on employment laws, HR best practices, and compliance topics through webinars and continuing HR education. Employee Engagement, Training, and Communication Chair the plant Engagement Committee, schedule and lead meetings, and coordinate employee engagement activities. Plan, communicate, facilitate, and purchase supplies for monthly activities, company meetings, and volunteer events. Prepare engagement activity updates for company meetings and coordinate with engagement team members. Assist the Director of Training with HR‑specific training and complete required global trainings. Present HR updates at company meetings and maintain employee‑facing communications through postings, HRCloud, and other communication channels. Send weekly HR updates to the Plant Manager and participate in HR staff meetings, leadership meetings, and one‑on‑one meetings with direct supervisor. HR Operations and Process Improvement Maintain and update HR documents, policies, procedures, job descriptions, handbook suggestions, holiday schedules, organizational charts, and employee communications. Manage plant access systems, including FOB creation, updates, audits, and removals. Support open enrollment, leave‑of‑absence questions, benefits‑related employee inquiries, and coordination with the Benefits and Compensation Manager. Assist plant and HR leadership with workforce planning, RIF preparation, merit increase processes, and HR‑related projects. Provide guidance and support to HR team members on plant‑specific processes and employee matters. Complete routine plant inspections, administrative audits, and other HR operational tasks as assigned. Organizational Relationships Directly reports to the Director of Corporate Human Resources. In addition, will have a daily working relationship with the Management Team. Experience and/or Educational Requirements Bachelor’s degree in Human Resources, Business Administration, or related field preferred. Prior HR experience in a manufacturing, production, or plant environment preferred. Working knowledge of recruiting, onboarding, employee relations, payroll review, HR compliance, and HRIS administration. Knowledge of New York employment laws and applicable federal, state, and local labor regulations required. Experience with ADP or similar HR/payroll systems preferred. Strong organizational skills, attention to detail, confidentiality, and follow‑through. Ability to communicate effectively with employees at all levels of the organization. Ability to manage multiple priorities in a fast‐paced manufacturing environment. Knowledge of workplace investigations, safety reporting, OSHA requirements, and HR best practices preferred. Physical Requirements Must be able to work and perform what would be considered standard practices for this type of position in the industry. #J-18808-Ljbffr