What are the responsibilities and job description for the HR Business Partner position at GTI Fabrication?
Company Overview
GTI specializes in design, engineering, fabrication, and deployment of custom modular structures, shipping container-based solutions, and ballistic metal fabrication. We serve DOD contractors, military, disaster relief, and commercial markets, with all solutions built in-house at our Buffalo, NY facility. Our manufacturing capabilities range from military training enclosures, live fire ranges, bathroom/shower units, expeditionary camps, medical facilities, water treatment systems, and energy storage enclosures.
About The Role
The HR Business Partner (HRBP) plays a critical role in aligning business objectives with employees and management within designated business units. This position serves as a consultant to management on human resource-related issues, acting as an employee champion and change agent. The HRBP assesses and anticipates HR-related needs, communicating proactively with business leaders to develop integrated solutions. By leveraging data-driven insights and industry best practices, the HRBP supports organizational development, talent management, and workforce planning initiatives. Ultimately, this role drives the execution of HR strategies that enhance employee engagement, performance, and organizational effectiveness across the United States operations.
This role is primarily onsite, working closely with operations and leadership teams. The schedule is generally first shift, with flexibility to support business needs as they arise.
Minimum Qualifications
The HR Business Partner utilizes strong interpersonal and communication skills daily to build trust and influence across diverse teams and leadership. Analytical skills are essential for interpreting HR data and metrics to provide actionable insights that support strategic decision-making. Conflict resolution and negotiation skills are frequently applied to address employee relations issues and foster a collaborative work environment. Knowledge of employment laws ensures compliance and mitigates risk while advising management on policy implementation. Additionally, project management and organizational skills enable the HRBP to lead initiatives that enhance workforce capabilities and drive business results.
GTI specializes in design, engineering, fabrication, and deployment of custom modular structures, shipping container-based solutions, and ballistic metal fabrication. We serve DOD contractors, military, disaster relief, and commercial markets, with all solutions built in-house at our Buffalo, NY facility. Our manufacturing capabilities range from military training enclosures, live fire ranges, bathroom/shower units, expeditionary camps, medical facilities, water treatment systems, and energy storage enclosures.
About The Role
The HR Business Partner (HRBP) plays a critical role in aligning business objectives with employees and management within designated business units. This position serves as a consultant to management on human resource-related issues, acting as an employee champion and change agent. The HRBP assesses and anticipates HR-related needs, communicating proactively with business leaders to develop integrated solutions. By leveraging data-driven insights and industry best practices, the HRBP supports organizational development, talent management, and workforce planning initiatives. Ultimately, this role drives the execution of HR strategies that enhance employee engagement, performance, and organizational effectiveness across the United States operations.
This role is primarily onsite, working closely with operations and leadership teams. The schedule is generally first shift, with flexibility to support business needs as they arise.
Minimum Qualifications
- Bachelor’s degree in Human Resources, Business Administration, or a related field.
- Minimum of 5 years of progressive HR experience, including experience as an HR Business Partner or in a similar consultative role.
- Strong knowledge of federal and state employment laws and regulations applicable in the United States.
- Proven ability to build effective relationships with business leaders and employees at all levels.
- Excellent communication, problem-solving, and conflict resolution skills.
- Master’s degree in Human Resources Management, Organizational Development, or an MBA.
- Professional HR certification such as SHRM-CP, SHRM-SCP, or PHR/SPHR.
- Experience working in a matrixed or multi-site organization.
- Demonstrated success in leading organizational change and talent management initiatives.
- Proficiency with HRIS systems and data analytics tools.
- Collaborate with business leaders to develop HR strategies that support business goals and drive organizational performance.
- Provide expert guidance on employee relations, performance management, talent development, and workforce planning.
- Partner with leadership to identify and address workforce challenges, including succession planning and change management.
- Analyze HR metrics and trends to inform decision-making and recommend proactive solutions.
- Facilitate communication between employees and management to foster a positive and inclusive workplace culture.
- Support the implementation of HR programs, policies, and compliance initiatives in alignment with federal and state regulations.
- Lead or participate in cross-functional projects that enhance employee engagement and organizational effectiveness.
The HR Business Partner utilizes strong interpersonal and communication skills daily to build trust and influence across diverse teams and leadership. Analytical skills are essential for interpreting HR data and metrics to provide actionable insights that support strategic decision-making. Conflict resolution and negotiation skills are frequently applied to address employee relations issues and foster a collaborative work environment. Knowledge of employment laws ensures compliance and mitigates risk while advising management on policy implementation. Additionally, project management and organizational skills enable the HRBP to lead initiatives that enhance workforce capabilities and drive business results.