Human Resources Business Partner

Position Summary

The HR Business Partner (HRBP) serves as a trusted advisor to site leadership on all people-related matters, functioning as both an advocate for employees and a driver of organizational change.

Key Responsibilities

Strategic HR Partnership

• Act as the go-to HR resource for site leadership, offering guidance on workforce-related challenges
• Anticipate emerging HR needs and proactively bring solutions to management
• Collaborate with Corporate HR to design integrated, business-aligned people strategies
• Contribute to workforce planning, succession planning, and organizational restructuring efforts
• Lead HR-related initiatives spanning multiple Web Industries locations

Employee Relations & Culture

• Build strong working relationships between managers and staff through coaching and mediation
• Foster a positive workplace culture that supports morale, engagement, and retention
• Investigate and resolve complex workplace issues with objectivity and discretion
• Partner with local and corporate teams on sensitive matters including harassment complaints and conflict resolution
• Host regular plant-wide meetings to keep communication channels open

Compliance & Risk Management

• Stay current on employment law and ensure the site operates within legal and regulatory boundaries
• Interpret and apply HR policy consistently across the organization
• Partner with Corporate HR to mitigate legal risk in day-to-day people management

Performance & Talent Development

• Guide leaders at every level through performance conversations, coaching, and disciplinary processes
• Support career pathing conversations and identify high-potential employees for advancement
• Pinpoint training gaps at both the individual and departmental level
• Deliver or facilitate training programs, including legally mandated annual training
• Evaluate training effectiveness and follow up to confirm learning objectives were achieved

Compensation & Total Rewards

• Advise managers on day-to-day salary decisions and pay administration
• Assist with the rollout of annual compensation planning
• Ensure compensation practices are applied fairly and consistently in line with company philosophy

Talent Acquisition & Staffing

• Own hiring decisions for all non-leadership roles, including sourcing and job scoping
• Manage recruitment for both permanent and temporary staffing needs
• Build pipelines with local colleges and technical schools for future hiring
• Support new hire, promotion, and transfer processes in line with company guidelines

Employee Ownership Engagement

• Champion the local Employee Ownership Team (EOT) and support ESOP awareness training
• Encourage employee participation in the NCEO survey

General HR Operations

• Deliver day-to-day administrative support across all HR functions
• Analyze workforce data and trends alongside Corporate HR to shape policy and programs
• Support employee engagement activities at the site level
• Maintain a regular presence on the production floor to stay connected with frontline staff

• Experience in employee relations and human resources partnership within a manufacturing, plant, or similar operational environment.
• Strong knowledge of HR administration, including policy application, performance management, onboarding, and compensation support.
• Working understanding of employment laws and regulatory requirements affecting day-to-day employee management.
• Ability to influence and coach leaders at multiple levels while building trust with frontline employees.
• Experience using HRIS tools and maintaining accurate employee information and HR records.
• Effective communication skills with the ability to lead meetings, deliver clear guidance, and support two-way employee communication.
• Proven ability to assess workforce needs, solve people-related challenges, and develop practical HR solutions.
• Bachelor’s degree in Human Resources, Business, or a related field is preferred, or equivalent relevant experience.