HR Business Partner - Manufacturing

Position Summary The Human Resources Business Partner (HRBP) provides proactive, strategic, and tactical HR support to plant leadership and employees. This role partners closely with operations and leadership to understand the business, anticipate workforce needs, and drive successful business outcomes through effective people strategies. Acting as a change agent, the HRBP navigates complex relationships, provides sound HR counsel, and ensures strong execution of core HR processes while championing employee engagement and organizational effectiveness. Harmon, Inc. Position Summary The Human Resources Business Partner (HRBP) provides proactive, strategic, and tactical HR support to plant leadership and employees. This role partners closely with operations and leadership to understand the business, anticipate workforce needs, and drive successful business outcomes through effective people strategies. Acting as a change agent, the HRBP navigates complex relationships, provides sound HR counsel, and ensures strong execution of core HR processes while championing employee engagement and organizational effectiveness. Key Responsibilities Workforce Planning, Onboarding, and Offboarding Workforce Planning and Talent Acquisition: Partner with leaders to develop and maintain accurate job descriptions aligned with organizational structure, budget, and headcount needs. Create and manage job requisitions while collaborating closely with the Recruiting team to ensure effective, timely, and compliant hiring practices, including adherence to AAP requirements. Onboarding and New Hire Experience: Lead and facilitate new hire onboarding and orientation for the manufacturing facility. Coordinate with leaders and Office Administrators to prepare materials, ensure technology and documentation readiness, and create a positive, compliant, and engaging onboarding experience. Serve as a resource to new employees for benefits enrollment and general employment support. Third-Party Temporary Agencies: Partner with the Plant Manager to assess the effectiveness of the temporary staffing plan, quality of candidates, and turnover. Maintain agency relationships and contracts or agreements and provide input on new agency selection. Compliance and Process Excellence: Ensure all hiring, onboarding, and offboarding processes are accurate, well documented, and compliant with internal policies and regulatory requirements. Continuously identify opportunities to improve efficiency and employee experience. Business Partnership and Organizational Effectiveness Strategic Business Partnership: Serve as a strategic partner to plant and operations leadership to drive business performance through effective people and labor strategies. Align workforce planning and organizational design with business objectives to support long-term operational success. Leadership Advisor: Act as a trusted advisor to leaders by providing guidance on talent decisions, performance strategy, compensation recommendations, and organizational change initiatives. Maintain strong visibility and relationships across the plant through regular one-on-one meetings, floor presence, and open accessibility. Continuous Improvement: Support plant safety initiatives and continuous improvement efforts, including Lean Sigma and 6S activities, ensuring alignment between operational excellence and workforce effectiveness. Data-Driven HR: Leverage data and insights to inform strategy, support decision-making, and enhance organizational performance. Change Management and Leadership: Apply a systems-thinking approach to lead through change, align stakeholders, and support successful adoption. Employee Relations and Performance Management Employee Relations and HR Advisory: Serve as the primary point of contact for leaders and employees on HR-related matters, including policies, payroll, benefits, and workplace concerns. Provide balanced, business-focused guidance while maintaining professionalism, discretion, and confidentiality. Investigations and Issue Resolution: Lead thorough, objective investigations and manage resolution of employee relations matters in partnership with HR leadership. Ensure timely communication, appropriate documentation, and compliance with company policies. Performance Management and Leadership Coaching: Drive consistent performance management practices by coaching leaders on goal setting, feedback, progressive discipline, leave management, and development planning. Support engagement initiatives that promote accountability, collaboration, and a high-performance culture. Talent Development and Training Learning and Development Partnership: Partner with leaders and Learning and Development to identify skill gaps and implement targeted training initiatives aligned with plant needs. Facilitate required training programs and support employee development efforts that strengthen capability and prepare future leaders. Succession Planning: Support succession planning discussions by aligning development strategies with long-term workforce needs. HR Operations, Compliance, and Administration HR Operations and Process Integrity: Maintain core HR processes and documentation to ensure accuracy, consistency, and compliance with company standards and applicable federal, state, and local labor laws. Oversee personnel file integrity and support audit readiness. Time, Payroll, and Systems Management: Manage time and attendance processes, including timecard review and payroll coordination, to minimize errors and ensure accurate compensation. Workday Ownership: Oversee and approve Workday business processes and data, serving as a subject-matter expert to leaders and Office Administrators to ensure effective system utilization. Compliance: Support compliance-related activities, including workers’ compensation, unemployment claims, leave administration, and required screenings. Collect and analyze HR metrics to identify trends and drive process improvements. Experience & Skills Education Bachelor's degree in human resources or related field, or equivalent industry experience. Experience Five to eight years of Human Resources experience. Manufacturing experience preferred. Required Skills Strong coaching, influencing, and relationship-building skills. Problem-solving and the ability to make decisions based on available information. Extreme ownership and full responsibility for results, regardless of outcome. High professional integrity, honesty, personal credibility, discretion, and confidentiality. Clear, concise written and verbal communication using appropriate industry language and terms. Effective time management, urgency, and the ability to meet deadlines. Strong attention to detail and commitment to thoroughness and accuracy. Ability to navigate complex situations, use sound judgment, and engage the appropriate partners to achieve positive outcomes. Collaboration, flexibility, results focus, and the ability to establish clarity and alignment before moving forward. Our Benefits We care about and invest in our employees. We are proud to offer a comprehensive benefits package designed to support their well-being and foster professional development. Here is a glimpse of what you can look forward to if you join our team. Competitive Benefits Package for employees and their dependents (Medical, Dental, Vision, Life, Disability) Incentive Plans 401(k) with employer contribution and match Employee Stock Purchase Plan with employer match Paid Time Off (Vacation and Sick Time) Paid Holidays Tuition Reimbursement Program Employee Assistance Program (EAP) Wellness Program Training and Career Progression Apogee and our brands are an Equal Opportunity Employer. #J-18808-Ljbffr Harmon