Human Resources Business Partner - #1163329

The Human Resources Business Partner (HRBP) serves as a strategic partner to business leaders, driving workforce planning, talent management, employee engagement, and organizational effectiveness. The role supports workforce stability and business growth through data-driven people solutions and HR best practices.

1. Strategic HR Partnership

• Serve as a trusted advisor to business leaders on workforce planning, organizational effectiveness, and people-related matters.

• Leverage HR analytics and workforce metrics to identify trends, assess risks, and recommend solutions that support business performance.

• Support organizational change, restructuring, and workforce expansion initiatives to meet evolving business needs.

2. Workforce Stability and Ramp Readiness

• Support workforce planning and readiness to meet production ramp-up and business growth requirements.

• Develop retention strategies and proactively address workforce risks to ensure operational stability.

3. Employee Relations & Investigations

• Conduct thorough, impartial investigations into grievances, disciplinary matters, and workplace conflicts.

• Partner with and coach supervisors on performance conversations, disciplinary actions, and team effectiveness.

• Audit and maintain HR policies, practices, and documentation to ensure ongoing compliance; proactively identify and remediate compliance gaps.

• Provide guidance on employment-related matters while ensuring compliance with local employment laws, regulations, and company policies.

4. Talent Management & Development

• Partner with the Talent Acquisition COE to support hiring for the site — defining role requirements, supporting selection processes, facilitating offer approvals, and ensuring an outstanding candidate and onboarding experience.

• Collaborate with the Compensation COE on job evaluations, merit cycle execution, and equity reviews; advise managers on total rewards considerations within established frameworks.

• Drive site-level performance management, ensuring consistent calibration, meaningful development conversations, and timely goal-setting across the employee population.

• Identify learning and development needs, curating or coordinating training solutions for leadership, compliance, and skills development.

5. HR Operations & Data Integrity

• Generate, analyze and interpret HR metrics, including headcount, turnover, absenteeism, hiring effectiveness, and workforce productivity, to provide actionable recommendations to business leaders.