Human Resources Business Partner

Job Description

Job Description

Job Summary:

Remtec is seeking a dynamic and highly motived Human Resource Business Partner to join our team. The HR Business Partner serves as a key business partner supporting both manufacturing operations and corporate functions in a fast-paced, growth-oriented manufacturing environment. This role is responsible for delivering day-to-day human resources support across employee relations, recruiting, onboarding, compliance, performance management, training, benefits administration, and workforce planning.

The ideal candidate brings a hands-on, employee-focused approach and is comfortable working closely with production leadership and employees on the manufacturing floor to support operational goals, employee engagement, and organizational growth.

Duties and Responsibilities:

Workforce & Capacity Planning

• Partner with production leaders to forecast staffing and headcount needs based on manufacturing demand, production schedules, shift coverage, and supply chain requirements.
• Support workforce planning initiatives related to expansion, new product lines, seasonal demand, and operational efficiency.
• Monitor staffing trends, turnover metrics, absenteeism, and overtime usage to identify workforce risks and recommend solutions.
• Coordinate recruiting efforts for hourly manufacturing, technical, and professional roles.

Recruitment & Onboarding

• Manage full-cycle recruiting activities including job postings, sourcing, screening, interviewing coordination, and offer administration.
• Partner with hiring managers to develop effective recruiting strategies for difficult-to-fill manufacturing and skilled labor positions.
• Facilitate onboarding and new hire orientation programs, ensuring employees are successfully integrated into the organization.
• Maintain onboarding documentation and ensure compliance with employment eligibility requirements.

Shop Floor Relations & Retention

• Maintain a strong and visible presence on the production floor to build employee trust, address concerns proactively, and strengthen employee engagement.
• Investigate and resolve employee relations matters including attendance, performance, disciplinary actions, and workplace conflicts.
• Partner with supervisors and managers to improve employee morale, communication, and retention of manufacturing employees.
• Support initiatives aimed at reducing turnover and improving workforce stability.

Skills Gap Training & Development

• Collaborate with operations leaders and training coordinators to identify skills gaps and workforce development opportunities.
• Assist in developing technical training programs, certification pathways, cross-training matrices, and standard operating procedure (SOP) onboarding processes.
• Track employee training completion and maintain training records for compliance and operational requirements.
• Support performance management and employee development initiatives.

Safety & Compliance Integration

• Partner closely with Environmental Health & Safety (EHS) leadership to align HR practices with OSHA regulations, manufacturing safety standards, cleanroom requirements, and company safety initiatives.
• Support safety investigations, workers’ compensation claims management, and return-to-work programs.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Maintain accurate employee records and HR documentation in accordance with company policies and legal requirements.

HR Operations & Employee Support

• Administer HR policies, procedures, and programs consistently across the organization.
• Support benefits administration, leave of absence tracking, and employee questions related to HR policies and programs.
• Assist managers with coaching, performance improvement plans, and corrective action processes.
• Participate in HR projects and continuous improvement initiatives that enhance operational efficiency and employee experience.
• Generate HR reports and analyze workforce data to support business decisions.

Minimum Job Qualifications Required:

• BA/BS degree in Business, Human Resources, or a related field required
• Minimum of 5 years of experience in Human Resources at a growing manufacturing company

Knowledge, Skills and Abilities Required:

• Strong understanding of employment laws, HR best practices, and manufacturing workforce challenges.
• Experience supporting hourly employees, shift operations, and production leadership teams.
• Knowledge of OSHA regulations, safety practices, and workers’ compensation processes preferred.
• Strong interpersonal, conflict resolution, and communication skills.
• Direct familiarity with workforce dynamics involving cleanroom environments and Microelectronics assembly lines.
• Ability to work independently and manage multiple priorities in a fast-paced environment.
• Proficiency with HRIS systems and Microsoft Office Suite.

Qualifications Preferred:

• Experience working with ADP Workforce Now strongly preferred
• Experience working with Epicor strongly preferred
• SHRM-CP highly desired
• Experience in lean manufacturing, continuous improvement, or high growth environments.

• Awareness of ITAR Regulations is preferred

Candidate has capacity to comply with the federally mandated requirements of U.S. export control laws.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability or protected veteran status.