Human Resource Business Partner

Job Description: Summary: The HR Business Partner provides on-site HR support to employees and managers while maintaining accurate HR data and assisting with local payroll and benefits administration. Additionally, the HR Business Partner manages aspects of benefits and 401(k) administration, onboarding, employee relations, and site HR initiatives to create a positive and compliant workplace environment. Essential Duties, Responsibilities, and Accountabilities (Include the following; however, other duties may apply.) HR & Site Support Serve as the on-site HR contact for employees and supervisors, providing guidance on HR policies, payroll, benefits, and timekeeping. Support new hire onboarding, ensuring accurate HRIS setup and positive employee experience. Partner with supervisors to address employee relations issues, such as attendance, policy compliance, and performance concerns, escalating complex matters to HR leadership. Provide coaching and guidance to employees on workplace concerns and promote positive employee relations. Support employee engagement programs, safety initiatives, and training coordination. Ensure compliance with company policies, practices, and employment laws. Payroll & HRIS Support Review weekly and biweekly timekeeping submissions for accuracy and completeness. Support the Payroll & Benefits Analyst with payroll processing tasks. Respond to employee questions about pay, deductions, and timekeeping, escalating complex issues as needed. Enter and maintain employee data changes (hires, promotions, terminations, status changes) in the HRIS. Conduct audits to ensure HR and payroll records are accurate and consistent. Prepare routine HR and payroll reports for site and leadership use. Benefits and Vendor Management Support administration of employee benefits, including enrollments, changes, and terminations. Manage vendor relationships, including employee inquiries, plan updates, and coordination with external plan administrators. Assist with annual benefits open enrollment and related communications. Compliance & Reporting Help ensure compliance with federal, state, and local employment and wage/hour regulations. Support audit preparation and annual reporting requirements. Maintain confidentiality of employee data and sensitive HR matters. Continuous Improvement Recommend improvements to HR, payroll, and site processes for greater efficiency and accuracy. May assist with HRIS/payroll system updates, testing, and process rollouts. Provide feedback from site employees and managers to HR leadership to support ongoing improvements. Work Environment This position requires regular travel to facilities within the assigned geographical region to provide on-site HR support and maintain visibility across supported locations. Must be able to attend key meetings on-site and maintain visibility across supported locations. Supervisory Responsibilities This role does not have direct supervisory responsibilities. The HR Business Partner provides support and guidance to employees and supervisors, collaborating with HR leadership and cross-functional partners to ensure consistent application of HR policies and practices. The focus is on serving as a trusted on-site resource. Qualifications: To perform this job satisfactorily, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. Education and/or Experience: Bachelor’s Degree required; HR Certification preferred but not required. 3 - 4 years of experience in HR, payroll, or administrative support preferred (will train the right candidate). Exposure to employee relations, payroll, or HRIS systems a plus. Bilingual (English/Spanish) required. Familiarity and solid experience in CA employment law 1 – 2 years of experience in Mexico Labour & Employment regulations. Language Skills: The candidate must have excellent verbal and written communication skills with the ability to interact effectively across all levels of the organization. They should be capable of drafting policy documents, reports, presentations, and coaching materials. Comfort in facilitating meetings and communicating HR policies, processes, and updates to leadership and frontline employees is essential. EIS Legacy is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. Founded in 1946, Electrical Insulation Suppliers was established in Atlanta, GA, as a small, family-owned business serving local motor repair shops. EIS has grown to be North America’s leading specialty distributor, converter, and fabricator of electrical process materials and related parts serving transformer, electric motor, and other electrical equipment manufacturers and their aftermarket, along with electronic, alternative energy, and eMobility markets. As we've grown to serve a broader audience, EIS has adopted new meaning behind our name: Engineered & Industrial Solutions. We have over 900 dedicated employees across our business, including many technical experts on thermal management, electrical insulating, conductive and other key process materials to solve the toughest challenges facing the electrical and electronic industries today. Our broad product portfolio, custom engineered fabrication solutions, supply chain services and deep supplier relationships are the foundation that makes us a vital partner in the manufacturing and supply chain processes of our customers. #J-18808-Ljbffr