Human Resources, HRBP, Manufacturing

The Plant Human Resources Business Partner (HRBP) serves as a member of the plant leadership team and the primary HR partner to plant leadership, helping drive workforce performance, organizational effectiveness, leadership capability, and employee engagement in support of PTK's business objectives. The HRBP works proactively to identify workforce risks, improve organizational effectiveness, strengthen leadership accountability, and ensure people-related decisions support operational performance and business results.

Operating within PTK’s HR operating model, the Plant HRBP is the leader-facing “front door” for HR at the plant and is responsible for executing enterprise HR programs, tools, systems, and standards developed by Centers of Excellence (COEs) including Talent & Culture, Senior HR Business Systems, and EHSS. The Plant HRBP ensures local adoption is effective, practical, and compliant, while providing feedback to COEs to improve enterprise tools and processes.

Business Partnership & Workforce Planning

Partner with the Plant Manager and plant leadership team to align people strategies with production goals, labor plans, and operational priorities.

Provide leader coaching on organizational effectiveness, team performance, leader behaviors, and accountability.

Support workforce planning, staffing models, shift coverage strategies, and change management aligned to plant needs and enterprise direction.

Analyze workforce trends and organizational risks including turnover, attendance, retention, talent gaps, bench strength, and workforce stability; partner with plant leadership to develop and execute plans that improve business outcomes.

Identify organizational effectiveness challenges and partner with leaders to improve team structure, accountability, communication, decision-making, and overall team performance.

Employee Relations & Investigations

Lead and/or support employee relations matters, investigations, conflict resolution, corrective action, and terminations with fairness, consistency, and confidentiality.

Maintain strong documentation standards and ensure decisions align with policy, precedent, and business risk tolerance.

Execute the enterprise recruiting process at the site in partnership with plant leadership, ensuring consistent selection practices and timely hiring.

Coordinate hourly and site hiring activities (screening support, interview logistics, offer/onboarding steps) using enterprise tools and standards.

Own site-level execution of onboarding, orientation, and training administration for new hires, ensuring alignment to enterprise program guidelines.

Performance Management & Leader Enablement

Drive site execution of performance management processes, including performance coaching, documentation quality, and disciplinary consistency.

Coach leaders on effective performance conversations, expectations setting, and follow-through.

provide site perspective and support development actions owned through enterprise talent processes.

Challenge, influence, and support leaders in addressing performance, behavioral, and organizational issues while reinforcing PTK leadership expectations and accountability standards.

Compliance & Policy Execution

Ensure compliance with federal, state, and local employment laws and internal HR policies; partner with plant leadership to uphold standards.

Ensure consistent application of the employee handbook, attendance practices, and corrective action standards across departments and shifts.

Support site responses to audits, investigations, and regulatory inquiries in coordination with the Senior HR Operations function and legal counsel as needed.

Payroll & Timekeeping (Site Execution; Execute payroll/timekeeping for the plant site in accordance with enterprise payroll processes, timelines, controls, and HRIS standards.

Resolve timekeeping/payroll exceptions at the site and escalate systemic issues to the Senior HR Operations owner for process/system correction.

Serve as site backup support as assigned for payroll continuity.

Leaves, Accommodations & Return-to-Work (Site Execution; Escalation Supported)

Support leaders and employees through leave, accommodation, and return-to-work processes using enterprise standards and guidance.

Partner with the Senior HR Operations owner and EHSS (as applicable) to ensure consistent documentation, case handling, and risk management.

Champion and reinforce PTK values (including HEART) through leader coaching, consistent messaging, and visible presence on the floor.

Execute engagement initiatives locally (communications, focus group support, action plan follow-through) using enterprise tools and expectations.

Monitor organizational health and employee sentiment across the site; identify emerging risks, workforce concerns, and engagement barriers and partner with site leadership to address root causes.

Partner with plant leadership to support organizational changes, workforce transitions, and major business initiatives while minimizing disruption and sustaining employee engagement.

Assess organizational effectiveness challenges and recommend actions that improve collaboration, accountability, role clarity, communication, and team performance.

Support leaders through change by providing coaching, communication support, and adoption strategies that reinforce desired outcomes.

Identify and escalate organizational risks that may impact workforce stability, engagement, retention, or operational performance.

Safety Partnership (Enabled by EHSS COE)

Partner with plant leadership and EHSS standards to reinforce safe behaviors, training compliance, and accountability expectations.

Support incident response and employee communications in coordination with EHSS and plant leadership; ensure HR-related follow-up is completed.

Support return-to-work coordination and employee support following injuries consistent with enterprise processes.

Maintain accurate employee data and documentation in HRIS and required files; Analyze key workforce metrics (turnover, attendance, staffing, retention, employee relations trends, and workforce stability), identify root causes, and partner with plant leadership to develop and execute improvement plans.

Identify recurring site issues and recommend process or leader-practice improvements; Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Bachelor’s degree in Human Resources, Business, or a related field, or equivalent experience.

5+ years of progressive HR experience in a manufacturing/plant environment; experience partnering with operations leadership strongly preferred.

Demonstrated strength in employee relations, investigations, performance management, and leader coaching in an hourly workforce environment.

FLSA, ADA, FMLA, EEO) and ability to apply policy consistently.

Experience executing HR processes using HRIS/timekeeping systems; Proven ability to manage multiple priorities in a fast-paced environment and maintain high‑quality output.