HR Business Partner

Description

Job Title: HR Business Partner

Reports To: HR Manager

FLSA Status & EEO Code: Exempt & Professional

Division/Department: GHM/ Human Resources

Position Summary:

The HR Business Partner is responsible for supporting day-to-day human resources operations while serving as a strategic partner to Plant Managers, business leaders, and employees. This role partners with the Human Resources Manager and leadership teams to develop, implement, and maintain HR policies, practices, and initiatives that support organizational goals, workforce effectiveness, employee engagement, and retention. The HR Business Partner provides guidance on employee relations, performance management, recruiting, onboarding, training, and compliance while supporting consistent HR practices across domestic and international locations.

Strategic Business Partnership & Relationship Management

• Build and maintain trusted relationships with assigned business leaders, supervisors, and employees, serving as their primary HR resource.
• Partner with domestic and international business leaders to support consistent HR practices, workforce needs, employee relations, and organizational objectives across global locations.
• Maintain awareness of HR practices, regional employment requirements, and business needs while supporting alignment with overall company policies and HR strategies.
• Meet regularly with business partners to understand operational needs, staffing requirements, employee concerns, and business objectives.
• Partner with managers to develop HR strategies that support employee engagement, retention, performance, succession planning, and organizational effectiveness.
• Coach managers on leadership, employee development, performance management, conflict resolution, and consistent application of company policies.
• Identify workforce trends, challenges, and opportunities for improvement and communicate recommendations to the Human Resources Manager.
• Serve as a liaison between the business and Human Resources to ensure effective communication and timely resolution of business needs.

Resource Management – Recruiting & Employee Relations

• Coordinate internal interviews, maintain communication with candidates, and monitor open positions and recruiting progress.
• Partner with managers to ensure employees receive regular performance feedback, evaluations, and recognition.
• Respond to employee and manager questions, provide guidance, and follow up on outstanding concerns.
• Coordinate employee engagement activities, company events, anniversary awards, holiday recognition, and other special events.
• Monitor employee morale, engagement, retention risks, and workplace concerns, recommending opportunities for improvement.
• Assist with HR budget planning related to departmental expenses and employee engagement initiatives.
• Maintain awareness of employee leaves and communicate relevant information to the HR Administrator.

Onboarding, Training & Development

• Coordinate the onboarding process from offer acceptance through the employee's first 90 days, utilizing the HRIS.
• Partner with hiring managers to develop department-specific onboarding plans and improve new hire integration and retention.
• Coordinate background checks, drug screenings, and required pre-employment activities.
• Maintain accurate onboarding procedures and documentation within the HRIS.
• Educate employees regarding benefit plan provisions.
• Coordinate annual compliance training, assign required courses, monitor completion, and follow up on outstanding training.
• Partner with managers to identify departmental training needs and employee development opportunities.

Employee Relations, Performance Management & Compliance

• Partner with the Human Resources Manager and business leaders to address employee relations concerns, complaints, and workplace issues.
• Coach employees and managers on performance expectations, conflict resolution, workplace conduct, and performance improvement.
• Investigate, document, and assist in resolving employee relations matters, including gathering and reviewing relevant information and evidence.
• Provide recommendations regarding corrective action, disciplinary measures, and appropriate resolutions.
• Assist managers with individual development programs, performance improvement plans, employee counseling, written warnings, and termination processes.
• Ensure employment actions and employee relations matters are appropriately documented and maintained.
• Promote consistent management practices in accordance with company policies, employment laws, and regulatory requirements.

HR Policies, Procedures & Documentation

• Partner with the Human Resources Manager to review, update, and communicate employee policies and handbook provisions.
• Support consistent HR policies, procedures, and practices across domestic and international locations while recognizing applicable regional requirements.
• Work with HRIS to maintain accurate employee information, including hires, promotions, transfers, terminations, and employment history.
• Maintain electronic and physical personnel files and conduct periodic audits to ensure documentation is accurate and complete.
• Review and maintain job descriptions to reflect current responsibilities and position requirements.
• Identify opportunities to improve HR policies, procedures, and processes and assist with implementation.

Continuous Improvement & Departmental Support

• Identify opportunities to improve HR processes, employee experiences, departmental efficiencies, and business practices.
• Encourage employees, managers, and HR team members to share ideas and participate in continuous improvement initiatives.
• Develop, maintain, and document departmental procedures to promote consistency and continuity.
• Identify outdated or inefficient processes and recommend improvements.
• Coordinate with the IT Helpdesk to ensure HR computers, systems, and resources have appropriate access and functionality.

Professional Development & Accountability

• Demonstrate professionalism, initiative, a positive attitude, and accountability in all assigned responsibilities.
• Maintain confidentiality and exercise sound judgment when handling sensitive employee and business information.
• Take ownership of assignments and ensure timely follow-through on commitments.
• Pursue professional development opportunities to strengthen HR knowledge, business acumen, leadership, and employee relations skills.
• Communicate professional development goals and career interests with the supervisor and demonstrate initiative in expanding knowledge and responsibilities.

Requirements

To qualify for this position, an individual must possess the knowledge, training, experience and abilities required.

Education and Training

• Bachelor’s Degree in Human Resources or other related fields.

Experience:

• 5+ years of HR in a manufacturing setting preferred.
• 10 years of on the job HRBP experience in lieu of formal education.

Other

• Must be willing to work overtime as required.
• Minimal travel may be required.
• SHRM certificate a plus.
• International HR experience a plus.

Skills:

To perform the job successfully, an individual should demonstrate the following competencies:

1. Must have proficiency in MS office applications including spreadsheet, and specialized application software.
2. Ability and willingness to abide by set policies and/or safety programs established by GHM, our clients, and/or regulatory agencies which govern our performance and behavior in the normal course of our work while on GHM or the client’s property or job site.
3. Strong written and verbal communication skills required.
4. Strong organization and time management skills.
5. High attention to detail, capable of problem solving and doing due diligence prior to making decisions.
6. Ability to successfully plan and implement objectives within established timelines and work schedules.
7. Ability to work independently, with minimal direction as a highly motivated self-starter and within a team oriented culture.
8. Exhibits polite and professional communication via phone, e-mail and mail.
9. Obtains support and cooperation from others and reciprocates; demonstrates positive behaviors, displaying tact, respect, and understanding when dealing with others; proactively engages and confronts issues to achieve continual improvement.
10. Identifies opportunities and changes that benefit GHM; sets and achieves challenging goals; exhibits confidence in self and others; motivates other to perform well; effectively influences actions and opinions of others; displays passion and optimism; mobilizes self and others to fulfill the organizations goals, policies and procedures.
11. Meets challenges with resourcefulness, generates suggestions for improving work; develops innovative approaches and ideas; presents ideas and information in a manner that gets others attention.
12. Proficient in presentation and communication to groups.
13. Able to manage multiple priorities and deadlines.
14. Manages difficult or emotional personnel situations; responds promptly to personnel needs; solicits personnel feedback to improve service; responds to requests for service and assistance; meets commitments.
15. Ability to keep information confidential.
16. Develops strategies to achieve organization goals; prioritizes and plans work activities; uses time efficiently; plans for additional resources; sets goals and objectives; organizes or schedules other people and their tasks; develops realistic action plans.
17. Speaks effectively and persuasively on controversial or complex topics; listens and gets clarification; ability to respond effectively to the most sensitive inquiries or complaints; writes clearly, correctly, and informatively.

Physical and Mental Demands

The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of the position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Physical demands: While performing the duties of this position, the incumbent is primarily required to sit, stand, walk, stoop, and bend. Required to speak and communicate clearly with others.
• Mental demands: While performing the duties of this position, the incumbent is required to read, write, analyze data and reports, exercise judgment, develop plans, procedures and goals, present information to others and work under pressure.
• Work Environment: This job primarily operates in a clerical office setting. This role routinely uses standard office equipment such as computers, phones, photocopiers and filing cabinets. While performing the duties of this position, the incumbent is also exposed to high level of manufacturing and equipment noise. Exposure to hazardous materials, fumes or airborne particles and moving mechanical parts with vibration.

Work Authorization/Security Clearance

Must be able to work in the U.S without sponsorship.

Compensation

The anticipated salary range for this position is based on qualifications, relevant experience, and overall job-related competencies.