HR Business Partner

Purpose

The HR Business Partner (HRBP) works closely with business leaders and line managers across one or multiple sites or countries to align people strategies with business priorities. This role plays a key part in shaping the employee experience, driving organizational performance, and fostering a culture of learning, inclusion, and engagement.

Key Missions

• Partner with business leaders and line managers across one or multiple sites or countries to understand business strategy and translate it into a people agenda
• Drive workforce planning, organizational design, and talent actions that enable business growth
• Participate in business planning processes and provide HR insights and recommendations
• Work closely with managers and BU Controllers to understand key financial metrics and cost drivers
• Play an active role in the business budgeting process by partnering on workforce planning, training cost planning, and ensuring HR investments align with financial targets and evolving business needs
• Build strong partnerships with cross-functional teams including Finance, Legal, IT, and Global HR teams to ensure integrated business and people solutions
• Enable and support line managers in succession planning, career development, and building goal-setting and feedback practices across their teams
• Identify skill gaps and partner with the Regional HR Head, BU HR, Talent & Development COE, and business leaders to drive upskilling and reskilling
• Enable a high performance culture by embedding strong performance management practices, addressing underperformance and developing top talent
• Champion diversity, equity and inclusion by embedding inclusive practices into hiring, development and engagement processes
• Champion the employee experience across the full lifecycle - onboarding, growth, development, reward, recognition and exit
• Partner with managers and location leaders to drive local employee engagement actions based on feedback from surveys, 1:1 connects and other listening channels
• Promote a culture of inclusion, psychological safety and wellbeing
• Monitor employee sentiment and proactively act on signals to improve retention and satisfaction
• Support organizational changes by managing people impact, planning, communication and capability building
• Guide and coach managers in handling employee relations matters fairly and consistently
• Ensure compliance with local labor laws, internal policies and ethical practices
• Identify people risks and contribute to mitigation plans
• Drive execution and adoption of core HR processes such as objective setting, performance reviews, compensation, engagement surveys and talent reviews
• Collaborate with the Regional HR Head, BU HR, COEs and HR Operations to ensure seamless delivery of HR services and programs
• Continuously improve local HR processes to meet evolving business and employee needs
• Use people data and analytics to inform decision making and shape HR priorities
• Provide local insights and workforce trends to influence local, regional and global HR and business strategies
• Leverage HR technology and systems to enhance efficiency, data visibility and decision-making
• Leads/oversees the full HRBP activities
• Rolls out Global HR Programs
• Provides guidelines, directions, and leadership support to local HR teams
• Proposes and implements HR/Business Programs/initiatives
• Conducts all of the activities for a a medium size/complex scope (country/multi-country, BU subset)

Profile & Other Information

• Bachelor’s degree in Human Resources, Business Administration, Industrial/Labor Relations, or a related field required; equivalent combination of education and relevant experience may be considered.
• 5+ years of progressive Human Resources experience, preferably within a manufacturing, distribution, or other operational environment.
• Prior experience supporting a unionized workforce, including working knowledge of collective bargaining agreements, grievance processes, employee representation, and labor relations practices.
• Demonstrated experience serving as an HR Business Partner, HR Generalist, or similar role with responsibility for supporting both hourly and salaried employee populations.
• Strong knowledge of federal, state, and local employment laws and regulations, including FMLA, ADA, FLSA, EEO, and other applicable workplace requirements.
• Experience providing guidance to managers and supervisors regarding employee relations, performance management, corrective action, attendance, workplace investigations, and policy interpretation.
• Ability to interpret and consistently administer company policies, procedures, and collective bargaining agreement provisions.
• Experience conducting or supporting workplace investigations, grievance resolution, disciplinary actions, and conflict resolution.
• Demonstrated ability to partner with site leadership on workforce planning, organizational effectiveness, employee engagement, retention, and talent management initiatives.
• Experience supporting key HR processes, including onboarding, performance management, compensation, employee development, succession planning, and offboarding.
• Strong understanding of the operational demands of a 24/7 or multi-shift manufacturing environment and the ability to effectively support employees and leaders across different shifts.
• Ability to build credible and productive relationships with employees, frontline supervisors, senior site leadership, and union representatives while maintaining appropriate confidentiality and professional judgment.
• Strong interpersonal, communication, coaching, influencing, and conflict-resolution skills.
• Ability to independently manage multiple priorities and sensitive employee matters in a fast-paced manufacturing environment.
• Strong analytical and problem-solving skills with the ability to use HR metrics and workforce data to identify trends and recommend appropriate actions.
• Proficiency with HRIS platforms, Microsoft Office applications, and other HR-related systems.
• SHRM-CP, PHR, or similar HR certification preferred but not required.
• Experience participating in collective bargaining negotiations, union contract administration, or labor-management meetings is strongly preferred.