Human Resources Business Partner

• 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.

• 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.

• 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.

• 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.

• 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.

• 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.

• 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.

• 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.

• 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.

An Equal Opportunity Employer

We do not discriminate based on race, color, religion, national origin, sex, age, disability, genetic information, or any other status protected by law or regulation. It is our intention that all qualified applicants are given equal opportunity and that selection decisions be based on job-related factors.