HR Business Partner

Summary

The HR Business Partner provides day-to-day human resources support and consultation to assigned production and professional teams. This role partners closely with business and production leaders to support hiring, employee relations, performance management, engagement initiatives, and compliance with employment practices. The HR Business Partner uses a working knowledge of the business and HR fundamentals to help resolve employee issues, support leader capability, and reinforce a consistent and positive employee experience aligned with business needs.

Essential Duties and Key Responsibilities

HR Business Partnership & Employee Support

• Serve as the primary, day-to-day HR point of contact for assigned professional and production employee groups
• Attend production morning meetings to support real-time people needs and provide HR guidance
• Use working knowledge of the business to provide HR support and guidance
• Partner directly with business leaders to define and execute HR strategies that align with business objectives and key initiatives
• Analyze trends and develop strategies to resolve HR issues and make a positive impact on business results
• Build trusted relationships with leaders and employees to support engagement, communication, and issue resolution
• Lead and participate in employee focus groups and engagement initiatives as needed

Talent Acquisition & Workforce Planning

• Support and manage full-cycle hiring for production and professional roles, including requisition management, interviewing, and onboarding support including new hire orientation
• Partner with leaders to identify staffing needs and support workforce planning efforts

Employee Relations & Compliance

• Lead and support employee relations investigations, partnering with HR leadership as appropriate
• Provide guidance and administration related to ADA accommodations and interactive processes
• Ensure consistent application of company policies, procedures, and employment practices

Performance Management & Development

• Facilitate and support performance review cycles for assigned teams
• Partner with leaders to develop and track Individual Development Plans (IDPs)
• Provide coaching and mentoring support to production leadership to strengthen leadership capability

Training, Coaching & Engagement

• Facilitate HR-related training sessions, leader development workshops, and employee training as assigned
• Support employee engagement initiatives and follow-up actions
• Conduct benefits meetings and employee benefit education sessions

HR Collaboration & Analytics

• Partner with HR functional teams (e.g., Talent, Benefits, Compensation) as a liaison for assigned business units
• Support HR data collection, trend analysis, and reporting as needed
• Understand compensation structures and provide guidance under supervision