Bachelor's degree in Human Resources, Business Administration, or related field required.
5-7 years of progressive Human Resources experience, particularly in manufacturing.
Experience with unionized workforce and collective bargaining agreements.
Strong knowledge of employee and labor relations, workplace investigations, and employment law compliance.
Proficient in HRIS platforms, preferably Workday, and advanced Microsoft Excel skills.
Responsibilities
Partner with operations leaders to drive business and people outcomes.
Lead employee and labor relations activities, including coaching and conflict resolution.
Educate leaders on FMLA, ADA accommodations, and leave administration.
Interpret collective bargaining agreements and support labor relations matters.
Ensure compliance with employment laws and company policies.
Drive workforce engagement and culture initiatives.
Analyze workforce data to identify trends and support decision-making.
Benefits
Comprehensive health and wellness programs.
Opportunities for professional development and training.
Supportive work environment that values collaboration and accountability.
Flexible work arrangements to promote work-life balance.
Full Job Description
Human Resources Business Partner
Location: Memphis, TN Department: Human Resources Reports To: Human Resources Manager FLSA Status: Exempt Key Responsibilities
Partner with operations leaders, supervisors, and employees to drive business and people outcomes.
Lead employee and labor relations activities, including coaching, investigations, performance management, corrective action, and conflict resolution.
Educate leaders and provide guidance on FMLA, ADA accommodations, attendance management, and leave administration to ensure consistent, compliant, and employee-focused practices across the organization.
Interpret and apply collective bargaining agreement provisions while supporting leaders on labor relations matters and contractual obligations.
Ensure compliance with federal, state, and local employment laws and company policies.
Drive workforce engagement, retention, communication, and culture initiatives.
Analyze workforce data, attendance trends, turnover metrics, leave utilization, and other key HR indicators to identify opportunities and support business decision-making.
Develop practical, data-driven HR solutions that balance business needs, employee experience, and legal compliance.
Promote accountability, consistency, and effective leadership practices across assigned business areas.
Contribute to policy development, process improvement, and scalable HR practices that support organizational growth.
Qualifications
Bachelor's degree in Human Resources, Business Administration, or a related field required.
Minimum 5-7 years of progressive Human Resources experience.
Manufacturing experience required.
Experience supporting a unionized workforce and interpreting collective bargaining agreements.
Strong knowledge of employee relations, labor relations, workplace investigations, disciplinary processes, employment law, and regulatory compliance.
Experience supporting FMLA, ADA accommodations, attendance management, and leave-of-absence programs.
Experience partnering with leaders to drive accountability, performance, and workforce effectiveness.
Experience with HRIS platforms, preferably Workday.
Advanced Microsoft Excel skills, including pivot tables, VLOOKUP/XLOOKUP, reporting, dashboard creation, and trend analysis.
Experience using workforce analytics, data management, and reporting tools to identify trends and provide actionable recommendations.
Ability to analyze attendance, overtime, turnover, leave utilization, and workforce planning data to support operational and strategic decision-making.
Strong business acumen, communication skills, and the ability to influence at all levels of the organization.
Proven ability to operate independently, navigate ambiguity, and develop practical, business-focused solutions.
Success Profile
The successful candidate is:
Forward-thinking, proactive, and solutions-oriented.
A collaborative partner who builds credibility and trust across the organization.
Comfortable holding individuals accountable while fostering positive employee and labor relations.
Data-driven and analytical, using workforce metrics and business insights to influence decision-making and deliver results.
Energized by creating structure, improving processes, and driving continuous improvement.
Passionate about helping leaders succeed and creating a workplace where employees can thrive.
Comfortable working in an evolving environment and helping establish processes, policies, and best practices that support long-term organizational success.
