Human Resources Business Partner - EastCoast

Position Summary
The Human Resources Business Partner (HRBP) serves as a strategic partner to operational leaders, aligning human resources initiatives with organizational goals. The HRBP provides leadership and expertise in employee relations, talent acquisition, workforce planning, organizational development, performance management, employee engagement, compliance, and change management.
This position works closely with leadership teams to develop people strategies that support operational excellence, workforce stability, employee development, and long-term business growth. The HRBP utilizes data, metrics, and business insight to identify workforce trends, mitigate risks, and drive continuous improvement.

Essential Functions
Strategic Business Partnership

Partner with business leaders to develop and execute workforce strategies that support organizational objectives.
Serve as a trusted advisor to managers and supervisors on employee and organizational matters.
Support organizational structure reviews, workforce planning initiatives, and succession planning efforts.
Drive initiatives that improve employee engagement, retention, productivity, and organizational effectiveness.
Support business transformation and change management initiatives.

Employee Relations

Serve as the primary resource for employee relations matters.
Conduct workplace investigations related to complaints, policy violations, workplace conflicts, and misconduct.
Provide guidance on corrective actions, disciplinary processes, and performance improvement plans.
Ensure consistent application of company policies and procedures.
Foster a positive work environment through proactive employee engagement and conflict resolution.

Talent Acquisition and Workforce Planning

Partner with hiring managers to identify workforce needs and develop recruiting strategies.
Lead recruitment efforts for salaried, professional, technical, and hourly positions.
Participate in candidate interviews and selection processes.
Coordinate onboarding activities to ensure successful employee integration.
Analyze staffing trends and workforce data to anticipate future hiring needs.

Performance Management and Talent Development

Facilitate performance management processes and support leadership in goal setting and employee development.
Assist managers with performance coaching, employee development plans, and succession planning.
Identify training and development opportunities that strengthen organizational capability.
Support leadership development initiatives for supervisors and managers.

Compliance and Risk Management

Ensure compliance with all applicable federal, state, and local employment laws and regulations.
Provide guidance regarding:

FLSA
FMLA
ADA
Title VII
EEOC regulations
OSHA requirements
State employment laws

Maintain current knowledge of labor and employment law developments.
Support internal audits, regulatory inquiries, and compliance initiatives.

HR Programs and Administration

Assist in developing and implementing HR policies, procedures, and best practices.
Support compensation administration and annual salary review processes.
Assist with benefits administration, wellness initiatives, and employee recognition programs.
Evaluate HR programs and recommend improvements based on business needs and industry best practices.
Participate in company-wide HR initiatives and special projects.

Data, Metrics, and Reporting

Monitor and analyze key workforce metrics, including:

Turnover
Retention
Absenteeism
Overtime
Time-to-fill
Employee engagement
Workers' compensation trends
Training completion

Prepare reports and recommendations for leadership.
Utilize data to identify trends, risks, and opportunities for improvement.

Leadership Expectations

Demonstrate commitment to the company's mission, values, and culture.
Maintain the highest level of confidentiality and professionalism.
Build effective partnerships across all levels of the organization.
Exhibit strong business acumen and sound judgment.
Serve as a role model for ethical behavior, respect, and accountability.
Effectively manage multiple priorities in a fast-paced environment.

Qualifications
Required Education

Bachelor's Degree in Human Resources, Business Administration, Industrial Relations, Organizational Development, or a related field.

Preferred Education

Master's Degree in Human Resources, Business Administration, or related discipline.

Required Experience

Minimum of 7 years of progressive Human Resources experience.
Experience supporting managers and employees in a multi-department environment.
Experience conducting employee relations investigations and resolving workplace issues.

Preferred Experience

Experience supporting manufacturing, distribution, logistics, or industrial operations.
Multi-site HR support experience.
Experience partnering with operational leadership teams.
Experience utilizing HR analytics and workforce metrics to drive business decisions.

Certifications
Preferred certifications include:

SHRM-CP
SHRM-SCP
PHR
SPHR

Knowledge, Skills, and Abilities

Comprehensive knowledge of employment law and HR best practices.
Strong employee relations and conflict resolution skills.
Excellent verbal, written, presentation, and public speaking skills.
Strong organizational and project management abilities.
Ability to influence and coach leaders at all levels.
Ability to manage sensitive and confidential information.
Strong problem-solving and analytical skills.
Proficiency in Microsoft Office and Human Resource Information Systems (HRIS).
Bilingual English/Spanish is preferred.

Physical Requirements
Reasonable accommodations may be made to enable qualified individuals with disabilities to perform essential job functions.
The employee may be required to:

Sit, stand, and walk for extended periods.
Use computers and office equipment on a regular basis.
Occasionally bend, reach, stoop, and lift up to 20 pounds.
Travel between company locations as needed.