Human Resources Business Partner

JOB SUMMARY: The HRBP provides HR services to managers and employees while acting as a strategic partner to align people strategies with business goals. This includes all aspects of employee relations, performance management, compliance, workforce planning, employee engagement, and people analytics. The HRBP drives cultural change, supports organizational transformation, and ensures HR practices directly contribute to productivity, safety, and cost efficiency. ESSENTIAL DUTIES / RESPONSIBILITIES: HRBP HRIS administration and HR process ownership at site level. Conducts exit process (interviews, surveys, offboarding) and analyzes trends to improve retention. Partners with leadership to forecast labor needs and ensure appropriate staffing across shifts. Leads workforce planning, succession planning, and career development for high-potential employees (with design support from Talent Development). Drives performance management cycle: goal-setting, evaluations, coaching, corrective actions, and developmental planning (with design support from Talent Development). Designs and facilitates communication strategies to increase employee understanding of HR systems, policies, and cultural initiatives. Acts as trusted advisor for employee concerns, grievances, disputes, and disciplinary actions; coaches managers to resolve issues proactively. Facilitates HR-driven training (compliance, policy, leadership, interviewing, and skills development). Supports organizational change initiatives (automation, lean projects, restructuring) with strong focus on communication, retraining, and engagement. Promotes employee morale, engagement, and safety culture through active communication and proactive initiatives. Tracks and analyzes workforce metrics (turnover, absenteeism, overtime, headcount vs. demand, training hours, safety incidents). Provides dashboards and insights to managers to inform staffing, productivity, and cost control decisions. Uses predictive analytics to anticipate risks (e.g., high turnover in critical roles) and develops proactive solutions. Ensures compliance with all laws, labor regulations, and internal policies, in partnership with EHS and operations teams. Represents the company externally at job fairs and community events to build employer brand (as needed with Talent Acquisition).