Human Resources Business Partner

Position SummaryThe HR Business Partner (HRBP) serves as a trusted advisor to site leadership on all people-related matters, functioning as both an advocate for employees and a driver of organizational change.Key ResponsibilitiesStrategic HR PartnershipAct as the go-to HR resource for site leadership, offering guidance on workforce-related challengesAnticipate emerging HR needs and proactively bring solutions to managementCollaborate with Corporate HR to design integrated, business-aligned people strategiesContribute to workforce planning, succession planning, and organizational restructuring effortsLead HR-related initiatives spanning multiple Web Industries locationsEmployee Relations & CultureBuild strong working relationships between managers and staff through coaching and mediationFoster a positive workplace culture that supports morale, engagement, and retentionInvestigate and resolve complex workplace issues with objectivity and discretionPartner with local and corporate teams on sensitive matters including harassment complaints and conflict resolutionHost regular plant-wide meetings to keep communication channels openCompliance & Risk ManagementStay current on employment law and ensure the site operates within legal and regulatory boundariesInterpret and apply HR policy consistently across the organizationPartner with Corporate HR to mitigate legal risk in day-to-day people managementPerformance & Talent DevelopmentGuide leaders at every level through performance conversations, coaching, and disciplinary processesSupport career pathing conversations and identify high-potential employees for advancementPinpoint training gaps at both the individual and departmental levelDeliver or facilitate training programs, including legally mandated annual trainingEvaluate training effectiveness and follow up to confirm learning objectives were achievedCompensation & Total RewardsAdvise managers on day-to-day salary decisions and pay administrationAssist with the rollout of annual compensation planningEnsure compensation practices are applied fairly and consistently in line with company philosophyTalent Acquisition & StaffingOwn hiring decisions for all non-leadership roles, including sourcing and job scopingManage recruitment for both permanent and temporary staffing needsBuild pipelines with local colleges and technical schools for future hiringSupport new hire, promotion, and transfer processes in line with company guidelinesEmployee Ownership EngagementChampion the local Employee Ownership Team (EOT) and support ESOP awareness trainingEncourage employee participation in the NCEO surveyGeneral HR OperationsDeliver day-to-day administrative support across all HR functionsAnalyze workforce data and trends alongside Corporate HR to shape policy and programsSupport employee engagement activities at the site levelMaintain a regular presence on the production floor to stay connected with frontline staff