Human Resources Business Partner

The Human Resources Business Partner (HRBP) serves as a strategic and operational partner to plant leadership, providing support in employee relations, attendance management, leave administration, workers' compensation, benefits, employee engagement, workforce analytics, policy administration, and HR compliance. The HRBP works closely with managers, supervisors, employees, and corporate HR to promote a positive work environment, ensure compliance with company policies and employment laws, and support business objectives through effective people management practices. Essential Duties and Responsibilities Oversee attendance management, including discrepancy resolution, trend monitoring, and coaching support for leaders. Ensure accurate employee and payroll data by auditing records and processing workforce changes, while supporting compliance and corrective actions. Employee Retention & Engagement Manage employee lifecycle engagement processes, including new hire check-ins, onboarding and training completion tracking, stay interviews, and exit interview coordination. Support employee engagement and retention initiatives, including recognition programs and proactive feedback efforts to improve workforce experience. Support employee relations by partnering with leadership, assisting with coaching, corrective actions, and ensuring consistent application of policies. Conduct and manage workplace investigations, maintaining confidentiality while addressing employee concerns, complaints, and sensitive matters professionally. Plan and execute employee engagement initiatives, including appreciation events, recognition activities, and company-wide celebrations. Coordinate wellness and morale-building programs, such as benefits fairs and ongoing initiatives to support employee engagement and retention. Leave of Absence Administration Lead administration of leave programs (FMLA, PLOA, STD), ensuring alignment with company policy and regulatory requirements while guiding employees through eligibility and processes. Oversee end-to-end leave operations, including vendor coordination, documentation management, and system updates to ensure accuracy and efficiency. Partner with leadership to manage workforce impact of leave, providing clear communication on status, return-to-work planning, and employee support. Ensure payroll and benefits compliance during leave, including oversight of pay treatment, benefit continuation, and accurate processing of employee status changes. Workers' Compensation & Safety Partner with leadership, safety teams, and external providers to manage workplace injury cases and support effective workers’ compensation processes. Oversee end-to-end injury and claims management, including coordination with carriers/TPAs, documentation, and regulatory compliance. Drive return-to-work strategies, ensuring proper medical clearance, communication with stakeholders, and alignment with workforce and operational needs. Promote a culture of safety and compliance, supporting proactive initiatives, incident reporting, and collaboration with occupational health and testing vendors. Policy, Benefits & Administration Lead employee benefits administration, including open enrollment, life event changes, and employee education to maximize program utilization and understanding. Serve as a key resource for employee support, addressing benefit inquiries, promoting EAP resources, and guiding employees through complex life events. Ensure accurate HR data management and compliance, maintaining employee records and documentation in alignment with company policy and legal requirements. Oversee payroll-related documentation processes, ensuring timely and accurate submission of salary approvals and employee data to Corporate Payroll. Drive consistent policy administration, educating employees and leaders while ensuring fair and compliant application of company policies and procedures. Ensure timely communication and support employee awareness of programs, initiative and policy changes. Develop, analyze, and report on workforce metrics (attendance, labor, safety, training, and recruiting) to drive operational visibility. Deliver data-driven insights and recommendations to support workforce planning, retention, and productivity improvements. Requirements Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field preferred; or a minimum of five (5) years of progressively responsible Human Resources experience, preferably within a manufacturing environment. Experience with employee relations, leave administration, workers' compensation, benefits, and HR compliance. Strong knowledge of employment laws including FMLA, ADA, FLSA, and workers' compensation regulations. Excellent interpersonal, communication, organizational, and problem-solving skills. Proficiency in HRIS systems, Microsoft Office Suite, and reporting tools. Ability to handle confidential information with discretion and professionalism. Ability to adjust schedules to be available for a 24/7 operation, and multiple locations in some areas. This position operates in both office and manufacturing environments and requires frequent interaction with employees, supervisors , managers, vendors , multi-location, and corporate HR personnel. EEO is the Law #J-18808-Ljbffr Genpa