Human Resources Business Partner

Business Partnership & Strategy Understand business priorities across manufacturing and field service and translate them into actionable HR strategies. Partner with plant leadership and field operations leaders to drive workforce planning, productivity, and organizational effectiveness. Provide thought leadership on organizational design, talent planning, and change management initiatives. Employee Relations & Workforce Support Serve as the primary HR partner for hourly employee populations, including direct support within plant environments. Lead and manage employee relations issues including investigations, performance management, and conflict resolution. Coach front‑line supervisors and managers on effective performance management and employee engagement practices. Support leave of absence and accommodation processes in a high‑volume operational environment. Plant & Field Engagement Maintain a strong on‑site presence (“walk the floor”) to build relationships, assess culture, and proactively identify issues. Act as a visible and approachable HR resource for hourly employees and supervisors. Support geographically dispersed field service teams, ensuring consistency in HR practices across locations. Talent & Workforce Planning Partner with Talent Acquisition to develop and execute hiring strategies for hourly and skilled labor roles. Support retention strategies, workforce planning, and succession planning for key operational roles. Use workforce data and insights to drive improvements in productivity, turnover, and engagement. Compensation & Performance Partner with compensation and leadership teams on pay practices, role classification, promotions, and market competitiveness. Guide leaders through performance management processes, including goal setting, development, and corrective action. Compliance & Risk Management Ensure compliance with federal, state, and local employment laws, including wage and hour regulations, leave laws, and workplace policies. Partner with legal counsel on complex employee relations matters and mitigation of risk. Support audits, investigations, and documentation related to employment practices. Qualifications Bachelor’s degree in Human Resources, Business Administration, or related field required. 3+ years of progressive HR experience, including direct support of manufacturing, operations, or field‑based workforces. Strong experience supporting hourly employee populations and front‑line leaders. Demonstrated expertise in employee relations, compliance, and performance management. Experience working in multi‑state environments. Physical Requirements The physical demands described herein are representative of those that must be met to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The employee is regularly required to sit, stand, walk, bend, use hands, operate a computer, and have specific vision abilities to include close and distance vision, and ability to adjust focus working with computer and business equipment. EEO Statement SG is an Equal Opportunity Employer and does not discriminate against applicants due to race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class. #J-18808-Ljbffr