Overview As Sr HRBP, you partner with manufacturing and corporate leaders to shape people strategy and leadership capability in a fast-growing, on-site environment. You will influence organizational effectiveness and change initiatives as the company transitions toward a mature, scalable operation while preserving its people-first culture. You'll work across hourly and professional populations to align HR programs with business priorities and drive retention and engagement. This is a high-visibility role that combines strategic advisory work with hands-on leadership development and workforce planning. Your impact will help build a scalable, high-performing organization for the next growth phase.
Compensation / Benefits- bonus potential
- excellent benefits
Responsibilities- Serve as a strategic partner to leaders across manufacturing, operations and corporate functions
- Lead employee relations by coaching managers on performance, accountability, communication, and leadership effectiveness
- Analyze workforce trends (turnover, engagement, absenteeism, performance) to identify root causes and solutions
- Improve workforce stability, engagement, retention, and organizational effectiveness with leadership collaboration
- Support talent assessment, succession planning, and workforce planning to build leadership pipelines
- Identify leadership development opportunities and design programs to strengthen management
- Align HR strategies with business objectives and operational priorities
- Provide expertise on employment law compliance and employee programs (ADA, FMLA, etc.)
- Support both hourly manufacturing employees and professional staff, considering production environment demands
- Contribute to HR process improvements and scalable people practices for growth
Key requirements- 7+ years of progressive HR experience in roles such as HRBP or HR Manager
- Experience supporting hourly production workforces and understanding production staffing realities
- Experience supporting both manufacturing and corporate employee populations
- Strong employee relations background with experience conducting investigations
- Ability to influence leaders and drive outcomes without direct authority
- Strong analytical skills with data interpretation and actionable recommendations
- Experience supporting organizational change, talent development, succession planning, workforce planning, or organizational effectiveness initiatives
- Knowledge of federal and state employment laws and HR best practices
- Experience helping organizations grow through periods of change where processes are built/refined
- SHRM-CP, SHRM-SCP, or similar certification preferred
- Multi-state HR experience a plus
- influencing and credibility with leaders
- strong communication and advisory capabilities
- data-driven decision making
- employment law knowledge (federal/state)
- HR analytics and metrics interpretation
- talent development and succession planning
