Description

The Site HR Business Partner is tasked with delivering comprehensive HR services that support a safe, productive, and engaged workforce at assigned manufacturing sites. Working closely with plant leadership, the role translates business goals into HR strategies that enhance production, quality, safety, and workforce stability while ensuring consistent application of policies and compliance standards.

Core responsibilities include serving as the primary HR liaison for site leaders, leading workforce planning, staffing, and organizational design, and partnering with corporate HR to roll out company‑wide programs. The partner also manages employee‑relations activities—coaching, investigations, and issue resolution—while promoting an inclusive, high‑performance culture through visible floor presence and leadership development.

The role oversees talent acquisition efforts for hourly, skilled‑trade, and salaried positions, coordinates onboarding and new‑hire integration, monitors turnover trends, and implements retention strategies. In collaboration with the corporate training team, the partner addresses compliance, skills, and leadership training needs, guides performance‑review processes, and ensures consistent policy application across all shifts.

Additional duties involve maintaining compliance with federal, state, and local employment laws, managing attendance, leaves, accommodations, and personnel records, supporting unemployment claims, and partnering with EHS on safety initiatives and workers’ compensation. Accurate HR metrics and dashboards are used to drive continuous improvement and operational excellence within the HR function.

• Serve as primary HR liaison for site leadership.
• Translate business goals into HR strategies supporting production, quality, safety, and workforce stability.
• Lead workforce planning, staffing, and organizational design for the site.
• Partner with corporate HR to implement company‑wide programs consistently.
• Conduct employee‑relations activities, including coaching, investigations, and issue resolution.
• Promote an inclusive, high‑performance culture through visible floor presence.
• Coordinate hiring with Talent Acquisition for hourly, skilled‑trade, and salaried roles.
• Oversee onboarding, desk setup, seating assignments, and new‑hire integration.
• Analyze turnover trends and implement site‑specific retention initiatives.
• Manage site training needs (compliance, skills development, leadership) with the corporate training team.
• Guide leaders through performance reviews, corrective actions, and development plans.
• Coach supervisors on effective leadership, communication, and employee engagement.
• Ensure consistent application of policies and performance standards across all shifts.
• Maintain compliance with federal, state, and local employment laws and safety standards.
• Administer attendance, leaves of absence, accommodations, and personnel records.
• Support unemployment claims and assist with employment‑based legal matters with Corporate HR and Legal.
• Collaborate with EHS on safety initiatives, incident response, and workers’ compensation processes.
• Maintain accurate HR metrics and dashboards to drive data‑based decisions.
• Foster continuous improvement and operational excellence within the HR function.

Requirements

Candidates should have 5–8 years of progressive HR experience in high‑volume manufacturing, strong employee‑relations expertise, and a bachelor's degree in Human Resources, Business, or a related field (or equivalent experience). Preferred qualifications include HR certifications (SHRM‑CP/SCP, PHR/SPHR) and experience in multi‑shift environments. The position requires mostly desk‑based work with occasional light physical activity and adherence to the company’s tobacco‑free policy.

• Require 5–8 years progressive HR experience in high‑volume manufacturing or industrial settings.
• Strong employee‑relations background with experience handling investigations and coaching leaders.
• Bachelor’s degree in Human Resources, Business, or related field (or equivalent experience).
• Knowledge of employment laws, HR best practices, HCM systems, and data analytics.
• Preferred: SHRM‑CP/SCP or PHR/SPHR certification and multi‑shift manufacturing experience.

Benefits

Training + Development

Interview process

Visa Sponsorship

Security clearance