HR Business Partner - Comp and Benefits

Position Summary:

The HR Business Partner (HRBP) – Compensation & Benefits is a strategic and hands-on role responsible for designing, implementing, and governing Total Rewards programs that drive organizational performance, workforce stability, and employee engagement.

This role ensures that compensation and benefits practices are competitive, internally equitable, and aligned with business strategy and financial objectives. The HRBP serves as a trusted advisor to leadership, translating market data, internal equity considerations, and performance outcomes into disciplined and effective rewards decisions.

Key Responsibilities:

Compensation Strategy & Programs

• Develop and maintain compensation structures, including salary ranges, job architecture, and market benchmarking practices 
• Lead annual merit and compensation planning processes, ensuring alignment with business performance and budget constraints 
• Partner with leadership to evaluate and recommend compensation actions (offers, promotions, adjustments) using market and equity analysis 
• Ensure compensation decisions are consistent, performance-driven, and aligned with Total Rewards philosophy

Benefits Administration & Optimization

• Oversee design, administration, and continuous improvement of employee benefit programs (health, retirement, PTO, etc.) 
• Evaluate benefits offerings against market trends and employee needs to enhance value and competitiveness 
• Manage vendor relationships and ensure service quality, compliance, and cost effectiveness 
• Lead employee communication and education on benefits programs to improve understanding and utilization

Governance & Compliance

• Ensure all compensation and benefits programs comply with applicable laws, regulations, and internal policies 
• Reinforce structured decision-making aligned with HR governance and Delegation of Authority frameworks 
• Support audits, reporting, and documentation related to compensation and benefits activities 
• Maintain disciplined controls to mitigate risk related to pay equity, compliance, and financial exposure

Business Partnership

• Partner with leaders to align Total Rewards strategies with business goals and workforce needs
• Provide consultative guidance on workforce planning, organizational design, and cost modeling related to labor
• Support change initiatives by aligning reward structures with desired behaviors and performance outcomes, and employee connection, supporting overall organizational health and performance.

EEOC Reporting & Regulatory Compliance

• Lead preparation, validation, and submission of EEOC reporting requirements (e.g., EEO-1), ensuring data accuracy and timeliness 
• Partner with HRIS/payroll to ensure employee demographic and job data is correctly classified and maintained 
• Monitor and ensure compliance with federal, state, and local employment laws related to compensation, pay equity, and benefits administration 
• Support pay equity analyses and proactively identify and mitigate risk related to discrimination or disparate impact 
• Maintain documentation and audit trails to support regulatory inquiries, audits, and internal governance requirements 
• Stay current on regulatory changes and provide guidance to leadership on compliance implications for compensation and benefits programs

Data, Analytics & Insights

• Develop reporting and dashboards to monitor compensation trends, budget utilization, and equity gaps 
• Analyze workforce data (turnover, retention, pay positioning) to identify risks and opportunities 
• Provide actionable insights to leadership to improve workforce stability and performance

Qualifications:

Bachelor’s degree in Human Resources, Business, Finance, or related field required 

5 years of progressive HR experience with a focus on compensation, benefits, or Total Rewards 

Experience with EEOC reporting, pay equity analysis, and regulatory compliance strongly preferred

Knowledge, Skills & Abilities:

Strong understanding of compensation frameworks, job evaluation, and market benchmarking 

Knowledge of EEOC reporting requirements, pay equity, and employment law fundamentals 

Ability to balance strategic thinking with operational execution 

Strong analytical and data interpretation skills 

High level of judgment and attention to detail 

Ability to influence and partner with leaders across levels

Work Environment:

Primarily onsite in a manufacturing environment

Regular interaction all associates throughout Company

Occasional travel may be required

PHYSICAL REQUIREMENTS:

Sitting at desk in office environment for an extended period while working on a PC. The employee is occasionally required to stand, as well as walk, climb, and visit all company locations including all levels of boats during all phases of construction. Occasional light lifting is likely for moving and carrying boxes and records. Production area visits are frequent, but typically short in duration. The employee is occasionally exposed to fumes or airborne particles, and the noise level is usually moderate.

GENERAL STATEMENT:

This description is a general statement of required primary duties and responsibilities performed regularly and continuously. It does not exclude other duties as assigned.