HR Business Partner - Manufacturing

The Business Partner HR serves as a strategic advisor to a manufacturing site with a unionized workforce, aligning HR initiatives with business objectives to enhance organizational effectiveness, employee engagement, and workforce development. This role is instrumental in fostering a proactive labor relations strategy while ensuring compliance with labor agreements and employment laws.

As a key partner to site leadership, this role provides day-to-day support on people-related matters, offering innovative HR strategies to optimize talent management within assigned business units. This position collaborates closely with business leaders to translate strategic priorities into actionable workforce solutions.

In partnership with the HR Manager, this role delivers forward-thinking HR counsel, leveraging expertise in manufacturing operations and continuous improvement to support business and workforce goals. Additionally, this role works with Centers of Expertise (COEs)-such as Total Rewards and Talent Management-to implement and sustain key HR programs, including performance management, rewards and recognition, employee development, and staffing.

• Human Resources Consultation & Management: Supports the implementation of strategies set forth by the Human Resources senior leadership team. Provides support to leaders, managers, and employees to better understand and utilize Human Resources tools, processes, and policies; maximizing organizational effectiveness, improving performance, and ensuring compliance. Advises and counsels leaders and employees on people-related matters. Works collaboratively with COE and other Human Resources to accomplish the following activities (e.g., change initiatives, employee relations interventions, talent development/acquisition and performance management, organizational learning and development, business diagnostics, productivity analyses, retention and engagement assessment, employee communication, and Human Resources programs and services) in support of business goals.
• Integrated Business Solutions: Works with the assigned business unit to help them align and integrate the strategic capabilities of the company's human resources with business unit objectives. Focuses Human Resources solutions on organizational outcomes that improve employee and organizational performance and productivity. Working collaboratively with COE resources, employee brokers with and utilizes the company's Human Resources network of resources to develop optimal solutions to meet business unit challenges.
• Strategic Partner: Stays connected with Leadership Team; salaried workforce; Human Resources peers and Corporate Human Resources. Works with the business to execute the agreed strategic plan. Understands the talent needs of the business. Partners with Organization Development resources to support the business. Ensures Human Resources programs are aligned with the business needs and culture.
• Strategy Development and Execution: Participates in the establishment of work unit plans and performance measures in support of business goals. Assists business leaders to translate strategy into solutions, actions, and results. Is a credible activist ensuring the people-perspective is represented in business decisions so implications are understood and the workforce is proactively and successfully utilized for the overall benefit of the business. Assesses the impact of business decisions on the workforce and provides solutions to optimize opportunities and mitigate any downsides.
• Talent Management: Identifies talent issues before they impact the business - manages performance effectiveness. Is a role model for performance management and developing others. Has the ability to diagnose and resolve significant issues as needed. Works with the business leaders to ensure diversity and inclusiveness are embraced and supported by all business units. Works with Director / Manager - Human Resources Business Services to develop solutions in concert with the business and COE philosophy (e.g. reward strategies, talent management, etc.). Is responsible for the implementation of all COE processes for business units. Understands Human Resources practices, procedures, employment law and COE approaches and administers them consistently and fairly.
• Labor & Employee Relations: Act as a HR point of contact for union representatives and site leadership. Interpret and administer collective bargaining agreements (CBAs) and address grievances, mediate disputes as necessary. Ensure compliance with federal and state labor laws, as well as company policies. Conduct investigations related to employee concerns, misconduct, and policy violations.
  
  

• Master's Degree Preferred
• PHR/SPHR or CP/SCP certification Preferred

Required

• Typically requires a minimum of 8 years of related experience
• Strong supervisory and operational managerial experience.
• Demonstrated competence in recruiting and placement for various level positions; knowledge of professional guidelines in selection procedures, equal employment opportunity law, and affirmative action compliance requirements, as well as labor standards and labor relations principles.
• Ability to apply conceptual, innovative thinking processes to the practical implementation of systems; Ability to be forward-thinking and strategic with respect to HR processes and systems, creating a climate for change.
• Ability to influence in the organization to affect change.
• Demonstrated competence in compensation theory.
• Demonstrated organization and planning skills.
• Strong interpersonal skills, excellent written and verbal communication skills, insight into group dynamics, high tolerance for ambiguity and change, and the ability to work in a fast-paced environment.

Preferred

• Experience in a manufacturing environment is a strong plus.
• Strong knowledge of labor laws, CBAs, and labor relations strategies.
• Experience handling grievances, arbitrations, and employee investigations