Human Resources Business Partner

Job DetailsJob Location: Wing Inflatables Arcata - Arcata, CA 95521Position Type: Full TimeEducation Level: 4 Year DegreeSalary Range: $75,000.00 - $110,000.00 Salary/yearTravel Percentage: NegligibleJob Category: Human ResourcesWHO WE ARE:
For over 30 years, Wing Inflatables has built a reputation for delivering high-performance inflatable solutions to those who rely on safety and durability—rescue workers, Coast Guard teams, Navy SEALs, rafting guides, and kayakers. Our mission is to support professionals and adventurers alike with equipment that performs with lightweight speed, agility, and confidence on the water.

WHAT WE ARE LOOKING FOR:

We are seeking a HR Business Partner to support our Arcata manufacturing operations at Wing Inflatables and Kokatat. This on-site role supports approximately 300+ employees across both facilities and partners closely with operational leaders and supervisors.

The HR Business Partner serves as a trusted advisor on employee relations, performance management, workforce planning, employee engagement, retention, and workplace policies. The role balances strategic partnership with practical day-to-day support in a fast-paced manufacturing environment.

This position works closely with HR Leadership, People Operations, and site leaders to support consistent HR practices, strengthen manager capability, and improve the overall employee experience.

The estimated salary range for this position is $71,000 to $110,000. This range represents the company’s good faith and reasonable estimate of the salary range we expect to pay for this position at the time of posting. Final compensation will be based on several factors, including experience, education, qualifications, skills, internal equity, market considerations, and overall alignment with the needs of the role. We may consider compensation above the stated range for candidates who bring exceptional experience, capabilities, or value to the organization.

STRUCTURE

The HR Business Partner reports to the Director of People Operations and may lead or collaborate with People Generalists, People Coordinators, or other People team members.

RESPONSIBILITIES

Strategic Business Partnership

Partner with business leaders to understand operational priorities, workforce needs, and organizational objectives. Develop and implement People strategies that support business goals and improve overall organizational effectiveness.
Act as a trusted advisor to leaders on organizational design, workforce planning, talent management, succession planning, leadership effectiveness, employee engagement, and change management.

Employee Relations

Provide guidance and coaching to managers and employees on employee relations matters, workplace concerns, conflict resolution, policy interpretation, and employment standards.
Support the resolution of employee concerns, mediate disputes where appropriate, and ensure consistent application of company policies, procedures, and employment legislation.
Partner with leadership, People Operations, and legal counsel, where required, on complex employee relations matters, workplace investigations, disciplinary actions, terminations, and employment-risk issues.

Talent Management and Workforce Planning

Partner with leaders to assess current and future workforce needs, identify talent gaps, and support workforce planning initiatives for designated business units.
Collaborate with Talent Acquisition and business leaders on hiring priorities, selection processes, recruitment planning, and onboarding for designated business units. Where needed, support recruitment activities for critical or hard-to-fill roles.
Support leaders in identifying high-potential employees, succession risks, development opportunities, and retention strategies.

Performance Management

Partner with leaders to support effective performance management practices aligned with business objectives.
Coach managers on goal setting, feedback, performance conversations, recognition, corrective action, and performance improvement plans.
Support the consistent and fair application of performance management processes across the organization.

Employee Development

Work with leaders to assess learning and development needs across designated business units.
Recommend, coordinate, and support development initiatives that enhance employee capability, leadership effectiveness, and organizational performance.
Coach managers on employee development, career pathing, and building strong, effective teams.

Compensation and Benefits Support

Partner with People Operations, Compensation, and business leaders to support compensation decisions, job evaluations, salary reviews, internal equity reviews, and incentive program processes.
Provide business leaders with guidance and insights to support fair, consistent, and market-informed compensation decisions.

Compliance and Risk Management

Ensure People practices, policies, and employme