Human Resources Business Partner

The Human Resources Business Partner (HRBP) serves as the primary HR leader for assigned sites, providing both strategic HR partnership and full-spectrum HR support. Operating within a four-pillar HR model, the HRBP serves as both a Strategic Advisor and Operational HR Leader, balancing leadership influence with hands-on responsibility for day-to-day HR activities and business-aligned outcomes. KEY RESPONSIBILITIES 1. Strategic HR Partnership & Business Leadership Act as a trusted HR advisor and business partner to site leadership. Translate business strategies into workforce plans and HR initiatives. Analyze HR data and workforce trends to identify opportunities and drive solutions. Improve manager effectiveness and strengthen leadership capabilities. Align HR strategies with organizational goals and operational priorities. 2. Employee Relations & Workforce Risk Management Lead employee relations investigations and recommend appropriate actions. Provide risk-based guidance and coaching to leaders and managers. Ensure compliance with company policies and applicable employment laws and regulations. Partner with leadership and HR teams on complex employee and labor matters. Address workplace concerns proactively while maintaining confidentiality and professionalism. 3. Talent & Workforce Planning Partner with hiring managers and HR teams on recruitment, selection, and onboarding activities. Support succession planning and employee development initiatives. Identify workforce skill gaps and develop solutions to address current and future business needs. Partner with leadership on performance management and talent development. Support initiatives led by Centers of Excellence (COEs) and ensure effective implementation at the site level. 4. HR Operations & Administrative Execution Own end-to-end HR delivery and execution at the assigned site. Oversee onboarding, offboarding, employee documentation, and other core HR processes. Partner with HR Shared Services while maintaining accountability for site-level HR outcomes. Ensure accurate HR system transactions, records, and documentation. Maintain compliance with company policies, procedures, and applicable employment regulations. Provide hands-on HR support to employees and leaders as needed. 5. Culture, Engagement & Change Leadership Champion a positive, high-performance workplace culture. Lead and support employee engagement initiatives. Partner with leaders and employees to strengthen communication, collaboration, and organizational effectiveness. Support change management initiatives and facilitate effective organizational transitions. Identify opportunities for continuous improvement in HR processes, programs, and employee experience.