Dir, HR Business Partner

Role Summary

Dir, HR Business Partner leads HR strategy, talent management, employee relations, compliance, and compensation for the facility, partnering with senior HR leadership and facility leaders to align HR initiatives with business goals. This role emphasizes collaboration with heads of Quality and Supply Chain, change management, and building a high-performance culture. A minimum of eight years of progressive HR experience and a bachelor’s degree are required.

Responsibilities

• HR Strategy Development: Collaborate with the Senior Director, HRBP, and HR team to develop and deploy HR strategies that align with the facility's business goals and objectives; act as a strategic partner to business leaders and managers, including the heads of Quality and Supply Chain.
• Talent Management / Organizational Effectiveness: Support all aspects of talent acquisition, talent development, succession planning, and performance management for the facility; lead and support organizational change initiatives and projects.
• Employee Relations: Serve as a trusted advisor to facility leaders on HR matters, providing guidance and support on employee relations issues, including interpretation of HR policies.
• Compliance and Regulations: Ensure compliance with labor laws and internal HR policies; provide guidance to managers on legal requirements and fair implementation.
• Compensation and Benefits: Manage salary benchmarking, benefits administration, and incentive plans; work in partnership with the Director, Compensation & Total Rewards to ensure competitive compensation packages to attract and retain top talent.
• Communications and Culture: Provide clear and concise communication on training initiatives, policy updates, cultural initiatives, and HR operating procedures; coach and support managers on HR-related matters; foster cross-functional relationships with IT and Finance to enable change.

Qualifications

• Minimum of eight years of progressive HR experience, with exposure to various HR disciplines.
• Bachelor’s degree in human resources, business administration, or related field.
• Prior experience in a manufacturing or production environment required.
• Demonstrated ability to: build and maintain positive working relationships across all levels of an organization; use communication, negotiation, and interpersonal skills to influence and motivate others; think strategically and align HR initiatives with organizational goals; uphold confidentiality, set priorities, excel in time management, and maintain consistent attention to detail.
• Demonstrable experience with: HRIS systems, HR data and HR metrics; organizational development programs execution (performance appraisal, individual development planning, problem resolution, change management, future planning & organizational development, etc.); coaching and consulting in a high-performance culture; building strong and trusted partnerships with business leaders and HR teams; employee relations, preferably in a manufacturing environment; relevant employment law, personnel policies & process/procedures best practices.

Skills

• Relationship-building across all levels of the organization
• Communication, negotiation, and interpersonal skills to influence and motivate others
• Strategic thinking and the ability to align HR initiatives with organizational goals
• Confidentiality, prioritization, time management, and attention to detail
• HRIS proficiency, HR data analysis, and HR metrics
• Organizational development, performance appraisal, and change management
• Coaching and consulting in a high-performance culture
• Building partnerships with business leaders and HR teams
• Employee relations experience in a manufacturing environment
• Knowledge of employment law and HR policies and procedures

Education

• Bachelor’s degree in human resources, business administration, or related field