HR Business Partner

About Us Panelmatic, Inc. was founded in 1957 in Youngstown, OH to serve manufacturing industries with the design and build of custom electrical, instrument, and pneumatic control panels. Our business has sufficiently grown over the years to support expansion for our clients. We have produced control packages for many of America’s top corporations in the chemical, environmental, food, pulp and paper, rubber, petroleum, pharmaceutical, glass, metals, and utilities industries. We also deliver equipment for use worldwide. Our rigorous methodology assures compliance with domestic and international standards. We can meet the needs of our diverse clientele from start to finish through sales, design, fabrication, testing, and delivery. Since 1957, we have been known for our high-quality, custom-built control packages, our comprehensive service, and our technological and manufacturing expertise. This expertise assures you of our ability to handle the largest and most complex packages quickly and efficiently. Job Summary The Human Resources Business Partner (HRBP) serves as the strategic HR partner for assigned business units and site leadership, aligning people strategy with business objectives to drive performance, engagement, organizational effectiveness, and compliance. This role partners closely with leaders to provide counsel on workforce planning, talent needs, employee relations, organizational change, and site‑level people operations. The HRBP uses data, business insight, and strong partnership skills to influence decisions, improve the employee experience, and ensure HR practices support both operational goals and long‑term organizational success. Key Responsibilities Partner with site and business leaders to align people strategies with operational and organizational goals, translating business priorities into actionable workforce and talent plans. Serve as a trusted advisor and coach to managers and leaders on employee relations, team effectiveness, performance management, leadership capability, organizational challenges, and change management. Build strong partnerships across all levels of the assigned site, proactively identifying workforce trends, risks, and opportunities to strengthen engagement, retention, and culture. Use HR data and business insight to identify patterns in turnover, engagement, attendance, onboarding, performance, and other workforce metrics, and recommend practical, business‑focused solutions. Support workforce planning efforts by partnering with leaders on headcount needs, organizational structure, succession considerations, critical role planning, and talent gap identification. Lead and support organizational change initiatives at the site level, including restructures, leadership transitions, policy implementation, and culture or engagement efforts, ensuring thoughtful communication and effective adoption. Act as the primary HR point of contact for employees and managers at the assigned site, delivering timely, accurate, confidential, and solutions‑oriented support. Provide guidance on HR policies, procedures, employment practices, and best practices, escalating complex, sensitive, or high‑risk matters as appropriate. Manage employee relations matters including coaching conversations, documentation, investigations, corrective action, and performance improvement planning in partnership with leadership and the HR Manager. Oversee and coordinate the employee lifecycle at the site, including onboarding, internal employment changes, and offboarding, ensuring a smooth employee experience and strong operational execution. Manage end‑to‑end onboarding activities such as I‑9 verification, orientation scheduling, system coordination, and first‑day planning with site leadership, while continuously improving onboarding effectiveness and efficiency. Ensure compliance with employment authorization requirements, including timely I‑9 completion, re‑verifications, and maintenance of accurate, audit‑ready documentation. Coordinate offboarding activities including separation documentation, system access removal, exit processes, and company equipment return. Partner with payroll to ensure site‑level employee changes, corrections, deductions, garnishments, bonuses, and status updates are submitted accurately and on time. Serve as a key HR resource for employee benefits support, including enrollment, qualifying life events, leave coordination, open enrollment, and employee education related to available benefit programs. Partner with third‑party administrators and internal stakeholders to support leaves of absence, accommodations, and related employee needs in a compliant and employee‑centered manner. Support immigration‑related processes by coordinating documentation, tracking visa and work authorization deadlines, and partnering with outside counsel or vendors to maintain compliance and continuity for affected employees. Maintain accurate employee records, process HR transactions, and prepare HR‑related documentation and correspondence in HRIS systems such as Paylocity. Stay current on federal, state, and local employment laws and ensure site HR practices, documentation, and processes remain compliant and well administered. Support employee engagement survey administration and action planning by analyzing site results, identifying themes, and partnering with leaders on targeted improvement initiatives. Identify opportunities to streamline HR processes, improve service delivery, and strengthen the effectiveness of HR programs, policies, and tools across the site and broader organization. Participate in and contribute to broader HR projects, initiatives, and cross‑functional efforts that support business priorities and organizational growth. Minimum Qualifications Bachelor’s degree in Human Resources, Business, or a related field; or equivalent 7+ years of work experience in an HR generalist or HR business partner capacity. High levels of organizational and time management skills required. High levels of analytical, observational, and active listening skills required. High levels of reliability and professional accountability required. Excellent written and verbal communication skills required. Preferred Qualifications Experience in a manufacturing or industrial environment. Payroll coordination or processing experience. Experience with immigration processing (OPT, H‑1B, TN, EB). Familiarity with Paylocity or similar HRIS platforms. Experience with Workable or similar ATS. PHR, SHRM‑CP, or equivalent HR certification. Medical, dental, vision, HSA, term life, AD&D, STD, LTD. 100% of the employee‑only medical premium covered by Panelmatic. 80% of all other medical coverage levels covered by Panelmatic; 20% employee contribution (i.e., employee plus child, employee plus spouse, family). 401(k) with employer match and bonus possibilities. Scholarships, educational reimbursement, paid volunteerism, and paid personal and professional development provided. PTO and paid holidays provided. Career advancement opportunities #J-18808-Ljbffr