Human Resources Business Partner

Position Overview: The HR Business Partner (HRBP) serves as a trusted partner to employees and leaders, providing hands-on Human Resources support across employee relations, performance management, policy application, employee communications, and HR process improvement. This role works closely with site managers to build a positive, accountable, and high-performing workplace while ensuring consistent application of company policies, practices, and employment standards. The HRBP will be highly visible and engaged with employees at the manufacturing and distribution site, balancing day-to-day HR support with proactive initiatives that strengthen leadership capability, employee engagement, organizational effectiveness, and overall business performance. Responsibilities: 1. Employee Relations Serve as a trusted resource for employees and managers regarding workplace concerns, employee relations matters, and HR policies and practices. Investigate employee concerns and complaints in a timely, objective, and consistent manner. Partner with managers to address workplace issues, conflict, behavioral issues, and other employee relations matters. Provide guidance on appropriate and consistent corrective action and disciplinary processes. Maintain appropriate documentation related to employee relations matters. Identify trends and recurring employee relations issues and recommend proactive solutions. Promote a respectful, inclusive, and accountable workplace culture. Partner with leadership and HR leadership on complex or high-risk employee relations matters. 2. Performance Management Partner with managers throughout the performance management cycle, including goal setting, performance feedback, development planning, and annual reviews. Coach managers on addressing performance concerns early and effectively. Support managers in developing performance improvement plans and appropriate documentation when performance expectations are not being met. Help ensure performance standards and expectations are clearly communicated and consistently applied. Identify opportunities to strengthen manager capability in providing meaningful feedback and managing performance. Monitor performance management trends and recommend improvements to processes and tools. 3. Manager Advisor Support Serve as a day-to-day HR advisor to managers. Provide practical guidance on employee matters, organizational decisions, staffing, performance, attendance, policy interpretation, and workplace issues. Coach managers to independently and effectively manage people-related responsibilities. Help managers understand and apply HR policies and practices consistently. Build strong working relationships with leaders and employees across the site. 4. Policy Support Development Provide guidance and interpretation of HR policies, procedures, and practices. Ensure policies are consistently applied and understood by managers and employees. Partner with HR leadership and relevant stakeholders to develop, revise, and implement HR policies and procedures. Communicate policy changes clearly and effectively to managers and employees. Help ensure site practices remain aligned with company requirements and applicable employment regulations. 5. Employee Communications Develop and deliver clear, timely, and effective HR communications to employees as needed. Support leadership in communicating organizational changes, policies, programs, and important business updates. Partner with managers to ensure employees receive consistent messages and understand expectations. Promote open and transparent communication between employees, managers, and HR. Identify opportunities to improve employee understanding of HR programs, policies, benefits, and company initiatives. Support employee engagement activities and initiatives that strengthen site culture as needed. 6. HR Process Improvements In partnership with HR Leadership evaluate existing HR processes and identify opportunities to improve efficiency, consistency, and employee experience. Lead or support projects to simplify and standardize HR processes. Use employee and manager feedback, HR data, and business needs to identify improvement opportunities. Partner with HR colleagues and business leaders to implement sustainable process improvements. Additional Responsibilities: Support recruitment, onboarding, and workforce planning activities as needed. Support benefits and payroll enrollments and responding to employee questions when needed. Partner with HR leadership on talent management, succession planning, and employee development initiatives. Maintain confidentiality and exercise sound judgment when handling sensitive employee information. Participate in site leadership meetings and contribute the HR perspective to business decisions when HR Leadership is unavailable. Promote a culture of continuous improvement, accountability, collaboration, and respect. Perform other HR responsibilities and projects as assigned.