HR Business Partner I

Job Description:

The Human Resources Business Partner I (HRBP I) is responsible for supporting business leaders and employees by aligning Human Resources programs, practices, and initiatives with organizational objectives. This role contributes to organizational success by providing guidance on employee relations, workforce planning, talent management, performance management, and employee engagement. The position serves as a trusted advisor to designated business units, partnering with managers and employees to address workforce challenges, improve organizational effectiveness, and support a positive employee experience. This role serves as an entry-level Human Resources Business Partner and develops broad Human Resources expertise while supporting day-to-day business operations.

Primary Duties:

• Serve as the primary Human Resources contact for assigned business units, departments, or facilities.
• Partner with managers and employees to support workforce planning, employee engagement, retention, and organizational effectiveness initiatives.
• Provide guidance to supervisors and managers regarding employee relations, policy interpretation, performance management, corrective actions, and employee development.
• Assist in identifying workforce challenges and developing solutions that support operational and business objectives.
• Analyze workforce trends, turnover, attendance, staffing levels, and other Human Resources metrics to provide recommendations for improvement.
• Collaborate with Talent Acquisition, Compensation, Benefits, Payroll, Learning and Development, and Employee Relations teams to support business needs.
• Support employee relations matters by conducting fact-finding, gathering documentation, and partnering with Employee Relations on investigations and workplace concerns.
• Assist managers with performance management processes, employee coaching, career development planning, and succession planning activities.
• Support onboarding, employee engagement, recognition, and retention initiatives.
• Help identify training and development opportunities that support employee growth and organizational effectiveness.
• Ensure compliance with company policies, employment laws, and Human Resources procedures.

• Primary Duties May Include, But Are Not Limited To:

• Support organizational change initiatives, workforce planning projects, and business growth activities.
• Assist with reporting, workforce analytics, and Human Resources metrics reviews.
• Participate in policy development and process improvement initiatives.
• Support audits and compliance-related activities.
• Performs other duties as assigned.

Job Requirements

Education and Experience Requirements:

• Requires a Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, Communications, or a related discipline;
• 2+ years of experience in Human Resources, employee relations, talent management, recruiting, workforce planning, or a related field,
• Or any combination of education and experience which would provide an equivalent background.

Preferred:

• SHRM Certified Professional (SHRM-CP), Professional in Human Resources (PHR), or progress toward certification.
• Experience supporting manufacturing, industrial, or multi-site operations preferred.

Knowledge, Skills, and Abilities:

• Working knowledge of Human Resources principles and practices, including employee relations, performance management, talent acquisition, and workforce planning.
• Basic understanding of employment laws, regulations, and Human Resources compliance requirements.
• Strong interpersonal, relationship-building, and customer service skills.
• Effective written and verbal communication skills.
• Ability to maintain confidentiality and appropriately handle sensitive employee information.
• Strong analytical, problem-solving, and critical-thinking abilities.
• Ability to interpret and apply company policies and procedures consistently.
• Proficiency with Microsoft Office applications, HRIS platforms, and business software tools.
• Strong organizational skills and attention to detail.
• Ability to manage multiple priorities and meet deadlines in a fast-paced environment.

Essential and Physical Functions:

• Ability to analyze workforce issues and recommend practical solutions.
• Strong critical thinking, decision-making, and problem-solving capabilities.
• Ability to communicate effectively with employees, managers, and business leaders.
• Ability to manage multiple priorities while maintaining professionalism and conf