Summary:
The Human Resources Business Partner serves as a trusted advisor to assigned business leaders and employees, translating organizational priorities into practical people strategies. This role provides full-cycle HR support within a manufacturing and/or multi-site operating environment, with emphasis on employee relations, workforce planning, talent development, performance management, engagement, compliance, and organizational effectiveness. The HR Business Partner combines strong business judgment with hands-on execution and uses workforce data to identify risks, recommend solutions, and improve business outcomes.
Essential Duties and Responsibilities:Business Partnership and Organizational Support- Build effective relationships with leaders and employees to understand operational priorities, workforce needs, and organizational challenges.
- Advise managers on organizational design, staffing, succession planning, change management, and the people implications of business decisions.
- Translate business objectives into site- or function-specific HR actions, priorities, and measurable workforce plans.
- Participate in leadership meetings and contribute an HR perspective to operational, financial, quality, safety, and customer-related discussions.
- Partner with HR Centers of Expertise and shared-service resources to consistently deliver company programs and practices.
Employee Relations and Compliance- Provide timely guidance on employee relations matters, including conduct, attendance, performance, workplace concerns, and policy interpretation.
- Conduct fair, thorough, and well-documented workplace investigations; recommend appropriate and consistent corrective action.
- Coach managers through difficult employee conversations, conflict resolution, disciplinary action, and employment decisions.
- Monitor compliance with applicable employment laws, regulations, company policies, and recordkeeping requirements; escalate material risks promptly.
- Identify recurring employee relations trends and recommend preventative actions, manager training, or policy improvements.
- Support leave administration, accommodation discussions, and return-to-work coordination in partnership with appropriate internal specialists.
Talent Acquisition and Workforce Planning- Partner with leaders and Talent Acquisition to define position requirements, staffing priorities, selection criteria, and onboarding plans.
- Support workforce planning by analyzing turnover, vacancies, labor availability, skills gaps, succession needs, and anticipated business changes.
- Participate in interviews and selection decisions for key or sensitive positions, as appropriate.
- Promote consistent, compliant, and inclusive selection practices and timely candidate decision-making.
- Coordinate effective onboarding and integration of new employees, including follow-up with managers during introductory periods.
Performance Management and Talent Development- Guide leaders through goal setting, performance reviews, calibration, feedback, development planning, and performance improvement processes.
- Coach managers to address performance concerns promptly, document expectations clearly, and provide employees with reasonable opportunities to improve.
- Facilitate talent reviews and succession-planning discussions; help identify high-potential employees, critical roles, and development priorities.
- Partner with leaders to build team capability through development plans, mentoring, cross-training, and targeted learning solutions.
- Support leadership development and reinforce consistent manager accountability for employee growth and engagement.
Compensation, Benefits, and HR Programs- Partner with Compensation and Benefits resources on job evaluation, pay decisions, internal equity, annual compensation planning, and program communication.
- Provide leaders and employees with clear guidance regarding HR programs, policies, and benefit resources while directing specialized questions appropriately.
- Support implementation of merit, incentive, recognition, engagement, and retention programs.
- Assist with HR audits, data validation, policy acknowledgments, required training, and other recurring HR processes.
Engagement, Culture, and Change Management- Use employee feedback, engagement results, turnover information, and operational observations to recommend practical improvements.
- Partner with leaders to develop and execute action plans that strengthen communication, trust, accountability, inclusion, and retention.
- Support organizational change by assessing stakeholder impact, preparing communications, coaching leaders, and monitoring workforce response.
- Reinforce company values and expected leadership behaviors through day-to-day consultation and decision support.
- Coordinate employee recognition, communication, and culture-building activities appropriate to the assigned workforce.
HR Operations, Analytics, and Continuous Improvement- Maintain accurate and timely employee documentation and ensure appropriate handling of confidential information.
- Use HRIS reports and workforce metrics to monitor headcount, turnover, attendance, vacancies, employee relations activity, and other key indicators.
- Prepare concise summaries and recommendations for leaders based on workforce data and observed trends.
- Identify opportunities to standardize, simplify, or improve HR processes while maintaining appropriate controls and compliance.
- Support reorganizations, acquisitions, integrations, reductions in force, or other business initiatives as assigned.
- Perform other duties and special projects consistent with the responsibilities of the position.
Qualifications:Education and Experience- Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required; equivalent relevant experience may be considered.
- Five or more years of progressive human resources experience, including direct responsibility for employee relations and manager consultation.
- Experience supporting a manufacturing, distribution, industrial, or multi-site workforce strongly preferred.
- Demonstrated experience conducting workplace investigations and advising leaders on performance and corrective-action matters.
- Experience with talent planning, organizational change, compensation processes, HR metrics, and HRIS systems preferred.
- Professional certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP preferred.
Knowledge, Skills, and Abilities- Working knowledge of federal, state, and local employment requirements applicable to assigned operations.
- Strong consultation, coaching, conflict-resolution, and influencing skills across multiple organizational levels.
- Demonstrated ability to balance employee advocacy, business needs, consistency, confidentiality, and legal or compliance risk.
- Clear and professional written and verbal communication, including the ability to prepare sound documentation and facilitate difficult discussions.
- Analytical capability to interpret workforce data, identify trends, and convert findings into practical recommendations.
- Effective project management, prioritization, and follow-through in a fast-paced environment with competing demands.
- High degree of integrity, discretion, judgment, emotional intelligence, and personal accountability.
- Proficiency with Microsoft 365 applications and experience using an HRIS or comparable employee-data system.
Work Environment & Culture:Foster and embody the
Ideal Tridon Group values:
- Devoted to Customers - Builds trusted relationships through service and reliability.
- We Care - Acts with integrity, accountability, and respect for others.
- Passionate About Growth - Committed to personal and team development.
- Positive Energy - Creates a collaborative, energizing work environment.
- We Find a Way - Resourceful, determined, and solutions-focused.
