Human Resources Partner

Human Resources Partner About the Company Some HR roles sit on the sidelines. This one doesn’t. We’re partnered with a well-established, operationally intensive organization where HR is embedded directly into how the business performs—across safety, quality, delivery, and cost. This is an environment where decisions move quickly—and HR is expected to keep pace. About the Role As the Human Resources Partner - Operations & Workforce Strategy, you’ll act as a true partner to business leaders—coaching, advising, and influencing decisions that impact team performance, workforce planning, and long-term capability. This is not purely strategic—and it’s not purely tactical. You’ll be expected to operate in both—and know when each matters. Responsibilities Business Partnership & Talent Strategy Partner with leaders to align talent strategy with business priorities Support workforce planning, succession, and leadership development Translate business needs into clear, executable HR actions—not just ideas You’ll need to be comfortable stepping into situations without perfect information—and helping leaders move forward anyway. Performance, Coaching & Change Guide leaders through performance management and development conversations Support organizational change, restructuring, and team effectiveness Step into complex situations and help leaders move forward—not stall Employee Relations & Workplace Health Lead investigations and resolve employee concerns with fairness and consistency Maintain a high-performing, compliant, and accountable work environment Balance employee advocacy with business realities—without losing credibility on either side Data, Metrics & Continuous Improvement Analyze trends in retention, engagement, and performance Identify root causes—not just symptoms—and recommend practical solutions Connect HR initiatives to measurable business outcomes HR Program Execution & Collaboration Partner with HR Centers of Excellence (TA, Total Rewards, etc.) Ensure programs are not just implemented—but actually adopted and effective Help evolve HR practices to better support a fast‑moving operation Qualifications 4–8 years of HR experience in a complex or operations‑driven environment Experience supporting leaders in a generalist or HRBP capacity Strong employee relations background—you’ve handled real situations end‑to‑end Exposure to workforce planning, talent development, or organizational initiatives Ability to influence without authority—and follow through Required Skills You move between strategy and execution without losing momentum You understand how HR impacts safety, quality, and operational output You’re comfortable advising leaders—and pushing back when needed You bring structure, clarity, and follow‑through in fast‑paced environments This Role Is Not For You If You prefer purely administrative HR work You avoid stepping into ambiguity or difficult conversations You’re not comfortable working closely with operational leadership You rely on best practices instead of business judgment Compensation & Benefits $95K – $130K base + bonus + strong benefits Equal Opportunity Statement We’re committed to building strong, diverse teams and an environment where people can do their best work. Let’s Talk If you’re looking for a role where HR is expected to influence—not just support—the business, this is worth a conversation. Confidential inquiries welcome. #J-18808-Ljbffr