The People (HR) Business Partner supports day-to-day HR operations for a manufacturing facility and serves as a primary people resource for employees and front-line leaders. You’ll be the trusted advisor to our teams – building real relationships to be the “go to” person our team trust.  

Reporting to the on-site People Director, this role focuses on execution of our regional and global people strategy, whilst also supporting all elements of employee relations, performance management, leader coaching, and engagement support while ensuring consistent application of People policies and compliance with employment laws. The People Business Partner works closely with the People Director and the People Operations Lead to support a fair, compliant, and engaged workplace and to build leadership capability across the region.

Duties & Responsibilities:

Employee Relations & Workforce Support

• Serve as a first point of contact for employees and front-line leaders regarding people policies, workplace concerns, and employee relations matters
• Conduct employee relations investigations and prepare documentation, findings, and recommendations for review by the People Director
• Partner with supervisors and managers on attendance, conduct, and performance issues to ensure timely, fair, and compliant resolution
• Identify trends in employee relations data, ensuring we’re not just “handling issues” but coaching our managers to become better, more confident leaders
• Maintain regular floor presence to support visibility, approachability, and employee engagement

Performance Management & Manager Coaching

• Partner with managers and supervisors to drive a high-performance culture within North America through high standards of performance management, including coaching conversations, documentation, and improvement plans
• Reinforce frontline leadership expectations and consistent application of performance standards
• Coach leaders through difficult conversations and change-related impacts

Talent Management and Succession

• Partner with department leads in reviewing talent and succession, building strong internal pipelines for leadership and business critical roles. 
• Be curious, building an understanding of our future workforce needs and in partnership with the People Director, ensure we have the right people and skills to get us there
• Assist with design and delivery of initiatives to build leadership and individual capability

Talent & Hiring Support

• Conduct intake meetings for professional, skilled, and leadership roles
• Screen resumes and conduct prescreens for non-hourly positions
• Shortlist qualified candidates for leadership interviews
• Coach managers on structured interviewing and consistent selection practices

Note: The People Director interviews all higher-level leadership and business critical roles.

Engagement, Culture & Change Support

• Drive employee engagement initiatives, recognition programs, and engagement groups
• Partner with leaders on engagement action planning and follow-through
• Reinforce policy updates, leadership expectations, and organizational change initiatives
• Promote a culture grounded in respect, accountability, safety, and continuous improvement

HR Operations & Compliance Support

• Support compliance with federal, state, and local employment laws (including FMLA, ADA, FLSA, OSHA, EEOC, and workers’ compensation)
• Assist with HR audits, documentation review, and policy adherence
• Support workers’ compensation claims, incident documentation, and return-to-work coordination in partnership with EHS and People Operations
• Use people data and workforce trends to support leader decision-making and workforce planning discussions

Collaboration & Partnership

• Build strong, credible working relationships with leaders and employees across the facility
• Partner closely with the People Director on employee relations strategy, leadership alignment, and change initiatives – being the bridge that helps everyone navigate the transition smoothly
• Collaborate with the People Operations Lead to ensure onboarding support, documentation accuracy, and smooth process execution
• Work as part of the Global People Team on global people change initiatives

• 5+ years of HR generalist or HR Business Partner experience
• Experience supporting hourly employees and coaching front-line supervisors and managers
• HR experience in manufacturing, industrial, or high-volume hourly environments preferred
• Experience supporting organizational or operational change
• Strong working knowledge of U.S. employment laws and HR best practices