Sr. Human Resources Business Partner

Position Title: Senior Human Resources Business Partner

Exemption Status: Exempt Reports to: Human Resources Director

Why Work For Us? BECAUSE...We Power and Protect the Planet!

We machine critical components for turbine engines used in the defense, aerospace, and energy industries. Picture...F35 Fighter Jet, V-22 Osprey Helicopter, Industrial Gas Turbines that power cities and keep the lights on! Abrasive Form is a world leader in high precision Aerospace and Industrial Gas Turbine (IGT) machining. We use high precision CNC milling, electrical discharge machining (EDM), and 3 and 5-axis creep feed and CBN grinding. We need skilled, committed employees who are excited to be a part of and drive company growth towards our mission!

Position Summary

The Senior Human Resources Business Partner (Sr. HRBP) serves as a strategic and hands-on partner to leadership, driving both day-to-day HR operations and long-term organizational effectiveness. This role is critical in supporting the company’s planned growth and scaling initiatives, with a focus on building strong talent pipelines, enhancing organizational culture, and implementing scalable HR processes across multiple locations.

Primarily supporting manufacturing operations in Bloomingdale and Glendale Heights, IL (additional manufacturing sites in NM and NC as support is required), this role requires a balance of strategic insight and tactical execution across all facets of Human Resources. The Sr. HRBP will influence leaders at all levels, lead change initiatives, and ensure HR practices align with business objectives to enable the organization to scale effectively.

The ideal candidate is a proactive, results-driven HR professional with experience in manufacturing environments, known for strong communication, sound judgment, and the ability to drive measurable improvements in culture, engagement, and performance.

Key Responsibilities

Strategic Business Partnership

• Partner with leadership to align HR strategies with business objectives, supporting organizational growth and scalability.
• Act as a trusted advisor to leaders on organizational design, workforce planning, and talent development.
• Drive change management initiatives to support business transformation and continuous improvement.

Talent Acquisition & Workforce Planning

• Lead full-cycle recruitment strategies for hourly and salaried roles, ensuring alignment with growth goals.
• Partner with hiring managers to forecast workforce needs and build proactive talent pipelines.
• Enhance employer branding and recruitment processes to attract high-quality talent in a competitive manufacturing market.

Employee Relations & Culture

• Lead and manage complex employee relations issues, including investigations, corrective actions, and conflict resolution.
• Champion a positive, inclusive, and high-performance culture across all locations.
• Identify trends and implement initiatives to improve engagement, retention, and employee experience.

Performance Management & Talent Development

• Provide coaching and guidance to leaders on performance management, employee development, and succession planning.
• Facilitate performance and compensation review processes, ensuring consistency and fairness.
• Support leadership capability development through training and coaching.

HR Operations & Compliance

• Oversee core HR processes including onboarding, offboarding, benefits administration, leaves of absence (FMLA, STD, workers’ compensation), and HRIS data integrity.
• Ensure compliance with all federal, state, and local employment laws across multiple locations.
• Maintain and improve HR policies, procedures, and employee handbook.

Process Improvement & HR Infrastructure

• Evaluate and enhance HR processes to support scalability and operational efficiency.
• Leverage HRIS and data analytics to drive insights, reporting, and decision-making.
• Lead or support HR-related projects, including system implementations and process standardization.

Employee Engagement & Communication

• Develop and execute engagement initiatives, including wellness and recognition programs.
• Deliver clear, consistent, and effective communication across all levels of the organization.
• Serve as a visible and accessible HR presence on the plant floor and within the office environment.

Leadership & Team Support

• May directly manage or mentor HR team members, including recruiting support.
• Serve as a backup to the Human Resources Director as needed.