Human Resources Business Partner

Company Description

Central Wire Group of Companies (CWI), founded in 1955 and headquartered in Perth, Ontario, Canada, is a leading manufacturer of wire and wire products. Known for its flagship brand, Central Wire is the largest re-drawer of stainless steel and nickel alloy wire in North America, serving mission-critical industries requiring high tolerances and durability. With 11 manufacturing and distribution facilities across the U.S., Canada, and the U.K., CWI's products include specialty alloy wires, welding wire, wire rope, cables, and engineered assemblies, among others. With over 400 employees, CWI delivers superior-quality solutions to businesses in aerospace, automotive, medical, oil and gas, construction, and more, across 50 countries worldwide

Position Summary / Essential Function

The Human Resources Business Partner serves as a key trusted partner and advisor to operations and leadership, delivering the full range of HR services in a dynamic, multi-site manufacturing environment. This mid‑level individual contributor role supports the entire employee lifecycle – from workforce planning, attraction, and recruiting through onboarding, employee relations, leave administration, engagement, and talent development – while ensuring compliance with federal and state employment and labor laws. The Human Resources Business Partner plays a key role in fostering a culture of safety, excellence, belonging, performance accountability, workforce stability, and continuous improvement and operates with minimal supervision to investigate and resolve complex employee relations, compliance, and other operational HR matters without routine escalation.

Key Responsibilities

Employee Relations & Culture

• Partner with operations leaders and supervisors to address employee relations issues, conduct investigations, and support performance management processes.
• Guide leaders on corrective action, policy interpretation, risk assessment, and consistent application of workplace standards.
• Promote a culture of respect, inclusion, engagement, and accountability aligned with company values

Talent Attraction, Recruiting & Workforce Planning

• Partner with operations and leadership to understand workforce needs and develop recruiting strategies for hourly and salaried roles.
• Manage end‑to‑end recruiting processes including job postings, candidate sourcing, screening, interviewing, and offer coordination.
• Analyze recruiting metrics and labor market trends to improve hiring effectiveness and time‑to‑fill.
• Support employer branding and community outreach initiatives aligned with manufacturing talent pipelines.

Onboarding & Employee Lifecycle Management

• Design, administer, and continuously improve onboarding programs to ensure a positive, compliant, and engaging new‑hire experience.
• Coordinate orientation, training completion, and assimilation into plant culture and safety expectations.
• Support internal mobility, promotions, transfers, and offboarding processes.

Attendance, Timekeeping & Leave Administration

• Administer and track attendance programs in partnership with operations leadership.
• Manage leaves of absence including FMLA, ADA accommodations, military leave, and company‑provided leaves.
• Serve as a point of contact for employees and managers regarding leave eligibility, documentation, and return‑to‑work coordination.

Total Rewards, Retention & Engagement

• Participate in the design, administration, and communication of rewards and recognition programs that support retention and high performance.
• Support annual and off‑cycle compensation processes in coordination with HR leadership.
• Assist with benefits administration and vendor coordination as needed.

Leadership Development & Succession Planning

• Support leadership development programs, training initiatives, and career pathing efforts.
• Participate in talent reviews and succession planning activities.
• Assist in workforce analytics related to engagement, turnover, and development outcomes.

Compliance, Reporting & HR Operations

• Ensure HR practices comply with federal, state, and local employment laws and regulations.
• Maintain accurate employee records in HRIS systems and support audits and required reporting (e.g., EEO‑1, OSHA logs).
• Analyze and report HR metrics related to turnover, absenteeism, engagement, and staffing trends.

Qualifications & Experience

Required:

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 5–8 years of progressive HR business partnership experience, preferably in a manufacturing or industrial environment.
• Working knowledge of FMLA, ADA, wage and hour laws, and state employment requirements.
• Experience supporting hourly workforces and partnering with frontline supervisors.

Preferred:

• SHRM‑CP or PHR certification.
• Experience with multi‑shift or union‑adjacent environments.
• Proficiency with HRIS, timekeeping, and applicant tracking systems.

Physical & Work Requirements

• Ability to work in a manufacturing environment, including walking the plant floor.
• Occasional off‑shift or after‑hours support as business needs require.
• Willingness to travel as needed to support satellite worksites

Salary Range: $70,000-$75,000

 Benefits:

• Health insurance   
• Dental insurance  
• Vision Insurance
• Life insurance   
• 401(k)    
• 401(k) matching    
• Paid time off   
• Employee assistance program   
• Referral program       
• Tuition reimbursement

Central Wire Group of Companies is proud to be an Equal Employment Opportunity employer. We celebrate diversity and do not discriminate based on race, religion, color, national origin, sex, sexual orientation, age,

veteran status, disability status, or any other applicable characteristics protected by law.

Central Wire Group of Companies is a Drug-free workplace and pre-employment drug tests and background checks are required.