Human Resources Business Partner

Job Overview

The Human Resources Business Partner (HRBP) is key member of the leadership team, providing experienced and hands-on to management of the human resources function across two locations in our growing textile printing supply business. This role is responsible for the full spectrum of HR responsibilities—including talent acquisition, employee relations, training and development, performance management, data analytics, and acquisition integration—with a strong focus on building a high-performance culture. The ideal candidate thrives in fast-paced, entrepreneurial environments and has a proven track record of designing and scaling effective HR processes that enable growth and excellence.

Essential Job Functions & Key Responsibilities

Culture & Performance Enablement

• Champion a high-performance, feedback-driven culture that supports business growth and employee development.
• Model and promote company values in daily HR practices, hiring, and leadership coaching.
• Drive employee engagement and accountability through clear goal-setting, ongoing feedback, and aligned recognition programs.
• Support culture integration during acquisitions or organizational changes, ensuring alignment with company mission.

M&A Integration

• Lead HR due diligence and integration efforts during acquisitions including policy and benefit alignment, communication plans, and organizational transition planning.
• Support leadership in retaining key talent and establishing cultural alignment post-acquisition.

Talent Acquisition & Workforce Planning

• Lead end-to-end recruitment strategies, from sourcing to selection and offer negotiation.
• Establish structured, scalable hiring workflows including interview frameworks, candidate evaluation tools, and onboarding checklists.
• Collaborate with site and department leaders to forecast workforce needs and build proactive talent pipelines.
• Ensure recruiting practices reflect DEI principles and enhance the company’s employment brand.

Onboarding & Offboarding

• Design and execute a consistent and structured onboarding experience that accelerates new hire productivity and engagement.
• Lead exit processes including interviews, documentation, and insights reporting for continuous improvement.

Performance Management

• Implement and manage performance management processes, including regular check-ins, formal evaluations, and feedback loops.
• Support managers in developing individual and team performance goals aligned to business KPIs.
• Facilitate the use of performance improvement plans and coach leaders on handling performance challenges constructively.

Learning & Development

• Identify skill and capability gaps and build targeted development plans for individuals and teams.
• Manage job-specific training programs, leadership development initiatives, and career growth pathways.
• Track training ROI through participation data, knowledge assessments, and business impact metrics.

Employee Relations & Engagement

• Manage complex employee relations issues including investigations, grievances, and corrective actions with professionalism and compliance.
• Maintain a visible presence across both sites to promote trust and open communication.
• Design and lead engagement initiatives (e.g., surveys, focus groups, events) to enhance morale, retention, and alignment.

Compensation & Benefits

• Support annual compensation planning, benchmarking, and salary structure development.
• Oversee administration of benefits plans, employee communications, and vendor relationships.
• Ensure competitiveness and alignment with performance-based rewards and recognition systems.

HR Data, Metrics & Analytics

• Define and report on key HR KPIs such as turnover, hiring metrics, performance trends, and engagement.
• Use data insights to guide strategic workforce planning and operational improvements, and to make informed strategic decisions.
• Maintain accurate and compliant employee records and leverage HRIS tools for reporting and insights.

HR Policies & Compliance

• Develop and maintain HR policies, handbooks, and SOPs that reflect best practices and evolving legal requirements.
• Ensure compliance with federal, state, and local labor laws including FMLA, ADA, EEO, and wage/hour regulations.
• Partner with Finance and Legal teams to support audits, investigations, and risk management activities.

Skills, Qualifications & Experience

• Bachelor’s degree in Human Resources, Business Administration, or related field (HR certification preferred).
• Minimum 5–7 years of broad-based HR experience with demonstrated success in a small to medium, growth-focused business.
• Proven experience establishing scalable HR processes, systems, and metrics in a multi-site environment.
• Strong background in culture-building, performance management, and leadership development.
• Proficient in HRIS platforms, Excel, and reporting tools.
• Strong interpersonal, coaching, and influencing skills with the ability to build trust across all levels of the organization.
• Willingness to travel periodically between sites.

Preferred Qualifications

• Experience in a private equity-owned or high-growth operating environment strongly preferred.
• M&A experience including HR due diligence and post-acquisition integration is highly desirable.