Human Resources Business Partner – Manufacturing

Position Summary

The Human Resources Business Partner (HRBP) – Manufacturing serves as a strategic and operational partner to manufacturing leadership, supporting a high‑performance, safety‑focused, and compliant workforce. This role aligns people strategies with business objectives across manufacturing operations, while ensuring consistent execution of core HR processes, employee relations, and workforce planning.

The HRBP will work closely with plant leadership, operations, safety, and corporate HR to drive engagement, talent readiness, and regulatory compliance in a fast‑paced manufacturing environment.

Key Responsibilities:

Strategic HR Partnership

• Serve as a trusted advisor to manufacturing leadership on workforce strategy, employee engagement, and organizational effectiveness.
• Align HR initiatives with operational goals, production demands, and safety priorities.
• Support workforce planning, talent pipelines, and succession planning for manufacturing roles.

Employee & Labor Relations

• Provide day‑to‑day guidance on employee relations issues, including attendance, conduct, performance concerns, and conflict resolution.
• Lead or support investigations related to complaints, policy violations, and workplace concerns.
• Ensure fair, consistent, and legally compliant application of HR policies and corrective actions.

Performance & Talent Management

• Coach leaders and supervisors on performance management, feedback, and development conversations.
• Support performance review cycles, goal alignment, and development planning.
• Partner with Talent Acquisition to support hiring needs for hourly and salaried manufacturing roles.

Compliance, Safety & Risk Management

• Partner closely with Safety and Operations to support a strong safety culture and compliance mindset.
• Ensure HR practices align with applicable labor laws, OSHA requirements, and company policies.
• Support workers’ compensation, leave management, and accommodation processes in coordination with safety, legal, and benefits partners.

Change Management & Engagement

• Support organizational changes, including structure changes, leader transitions, and workforce shifts.
• Drive employee engagement initiatives aligned to manufacturing site needs.
• Serve as a visible HR presence on the manufacturing floor, reinforcing trust and approachability.

Operational Excellence

• Maintain accurate documentation and data integrity within HRIS systems (e.g., Workday).
• Analyze workforce trends and metrics to identify risks and opportunities.
• Ensure consistent application of HR programs across manufacturing sites.

Qualifications:

Required

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 5+ years of progressive HR experience, with direct support of manufacturing or industrial operations.
• Strong working knowledge of employee relations, performance management, and employment law.
• Experience partnering with leaders in fast‑paced, operational environments.
• Proven ability to balance strategic thinking with hands‑on execution.

Preferred

• Prior experience supporting multi‑site or hourly workforce populations.
• Knowledge of OSHA, workers’ compensation, and safety‑driven environments.
• HR certification (PHR, SPHR, SHRM‑CP/SHRM‑SCP) a plus.
• Experience using Workday or similar HRIS platforms.