Human Resources Business Partner

Position Overview

Our client, a well-established organization in the lumber and building materials industry, is seeking a Site HR Business Partner (HRBP) to support their operations in Moultrie, Georgia.

This role is a trusted advisor, employee advocate, and culture champion embedded within site operations. Sitting at the intersection of people and performance, the HRBP builds strong, trust-based relationships across all levels of the organization while supporting both employees and leadership in a fast-paced, operational environment.

The HRBP partners closely with site leadership to strengthen management capability, support employees throughout the full employment lifecycle, and ensure a fair, safe, and engaging workplace.

Why Moultrie, Georgia?

Moultrie, Georgia offers an exceptional quality of life for those seeking affordability, community, and balance. With a low cost of living, accessible home ownership, and a welcoming small-town atmosphere, it’s an ideal place to put down roots. The city is known for its friendly, tightly knit community where people genuinely look out for one another, making it easy to feel at home. Residents enjoy a relaxed pace of life, short commutes, and a strong sense of connection, all while having access to essential amenities and healthcare. Moultrie is perfect for professionals looking to grow their careers without the stress and high costs of larger cities, while still enjoying a comfortable and fulfilling lifestyle.

Core Competencies

• Strong interpersonal skills with a high degree of empathy and approachability
• Clear, transparent, and confident communication across all levels
• Conflict resolution and problem-solving expertise
• Strong business acumen with the ability to align HR initiatives to operational goals
• High level of discretion and professionalism
• Resilience in managing complex or sensitive situations

Key Responsibilities

Employee Relations & Advocacy

• Act as the primary point of contact for employee concerns, ensuring timely and respectful resolution
• Conduct intake discussions and guide resolution through coaching, mediation, or formal investigation
• Promote a culture of psychological safety and open communication
• Maintain accurate and confidential documentation of employee relations matters
• Identify trends in employee concerns and proactively escalate systemic issues
• Maintain a visible, hands-on presence within site operations

Employee Engagement & Experience

• Support and implement engagement initiatives, surveys, and feedback programs
• Analyze engagement data and partner with leadership to develop action plans
• Support recognition and retention initiatives
• Promote diversity, inclusion, and belonging within the workforce
• Monitor indicators such as absenteeism and turnover to proactively address concerns

Manager Coaching & Development

• Coach managers on performance management, employee relations, and conflict resolution
• Support complex situations such as accommodations, return-to-work, and performance improvement plans
• Build leadership capability through practical tools and ongoing support
• Contribute to succession planning and employee development initiatives

HR Program Delivery & Compliance

• Support HR programs across the employee lifecycle (onboarding, performance management, offboarding)
• Ensure compliance with applicable U.S. employment laws and regulations, including:
• Fair Labor Standards Act (FLSA)
• Equal Employment Opportunity (EEO) laws
• Americans with Disabilities Act (ADA)
• Occupational Safety and Health Act (OSHA)
• Family and Medical Leave Act (FMLA)
• Conduct or support workplace investigations in a fair and compliant manner
• Partner with Payroll and internal teams on employee data, benefits, and leave administration
• Track and report on HR metrics (turnover, absenteeism, engagement, etc.)

Workforce Planning & Talent Support

• Partner with leadership on workforce planning and recruitment activities
• Support onboarding to ensure a strong employee experience from day one
• Contribute to retention and talent development strategies
• Support HR systems and process improvements

Qualifications

• Bachelor’s degree in Human Resources, Business, or a related field
• HR certification (PHR, SHRM-CP, or similar) considered an asset
• 5–8 years of progressive HR experience in a generalist or HRBP role
• Experience in manufacturing, distribution, or industrial environments strongly preferred
• Strong employee relations experience, including investigations and conflict resolution
• Demonstrated ability to implement HR programs at the site level
• Ability to manage multiple priorities in a fast-paced environment
• Strong communication and relationship-building skills

Equal Opportunity Statement

Our client is an equal opportunity employer and is committed to creating an inclusive workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, or any other protected characteristic under applicable law.