Site HRBP

Job Summary

The Human Resources Business Partner (HRBP) serves as a strategic partner to site leadership and employees, providing guidance and support on all human resources matters. The HRBP helps drive business results through effective people strategies, employee engagement, talent development, workforce planning, and organizational effectiveness. This role partners closely with operational leaders to foster a high-performance culture that emphasizes accountability, safety, inclusion, continuous improvement, and employee development while ensuring compliance with employment laws and company policies.

Job Responsibilities

• Partner with site leadership to align human resources strategies with business objectives and operational priorities.
• Support a culture of safety, respect, inclusion, and employee well-being consistent with GKN Aerospace values.
• Serve as a trusted advisor and coach to managers on employee relations, performance management, talent development, workforce planning, and organizational effectiveness.
• Build strong relationships across the organization to effectively balance employee needs with business objectives.
• Lead and support employee relations activities, including investigations, conflict resolution, disciplinary actions, and performance improvement processes.
• Collaborate with Centers of Excellence (COEs) and hire managers to execute talent acquisition strategies, ensuring a positive candidate experience and compliance throughout the recruitment process.
• Drive talent management initiatives, including succession planning, talent reviews, leadership development, and career pathing.
• Identify organizational capability gaps and partner with leaders to develop training and development solutions.
• Support annual HR processes, including performance management, compensation planning, engagement surveys, and workforce planning activities.
• Analyze workforce metrics and trends to identify opportunities, mitigate risks, and support data-driven decision-making.
• Partner with leadership to drive employee engagement initiatives that strengthen morale, retention, productivity, and organizational culture.
• Ensure compliance with federal, state, and local employment laws, company policies, and regulatory requirements.
• Support change management initiatives related to organizational design, business transformation, and continuous improvement efforts.
• Maintain awareness of business performance, customer requirements, industry trends, and workforce needs to proactively address organizational challenges.
• Participate in and support site events, employee recognition activities, community involvement programs, and employee engagement initiatives.
• Promote diversity, equity, inclusion, and belonging through people’s practices and leadership support.
• Collaborate with cross-functional teams to support site objectives and strategic business priorities.
• Perform other duties and responsibilities as assigned.

Job Qualifications

• Bachelor’s degree in human resources, Business Administration, Industrial Relations, Organizational Development, or a related field.
• Minimum of 7 years of progressive Human Resources experience, including experience supporting manufacturing or industrial operations.
• Demonstrated experience managing employee relations, performance management, talent development, and organizational change initiatives.
• Strong knowledge of employment laws and HR best practices.
• Experience partnering with leaders in a fast-paced operational environment.
• Strong analytical, communication, coaching, and problem-solving skills.
• Ability to influence and build credibility with employees and leaders at all levels of the organization.
• Proficiency with HR systems and Microsoft Office applications.

Preferred Qualifications

• Master’s degree in human resources, Business Administration, or a related field.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Aerospace, automotive, or advanced manufacturing industry experience.
• Experience supporting unionized workforces and labor relations activities.
• Experience with workforce planning, succession planning, and organizational development initiatives.
• Lean Manufacturing, Continuous Improvement, or Operational Excellence experience preferred.

Competencies

• Strategic Partnership
• Business Acumen
• Employee Relations
• Change Management
• Talent Management
• Leadership Coaching
• Workforce Planning
• Data Analysis and Decision-Making
• Organizational Effectiveness
• Continuous Improvement
• Communication and Influence
• Relationship Building