Human Resources Business Partner

About the Role

The HR Business Partner (HRBP) serves as a strategic and hands-on partner to managers and employees, supporting employee relations, performance management, workforce planning, organizational effectiveness, and HR compliance.

The ideal candidate has experience in a fast-paced manufacturing or operations environment and is comfortable coaching leaders, resolving employee concerns, managing competing priorities, and translating business needs into effective HR solutions.

What You’ll Do

HR Business Partnership & Leadership Support

• Serve as the primary HR partner for assigned departments and leaders.
• Advise managers on employee performance, workforce planning, organizational effectiveness, and policy application.
• Coach leaders on communication, accountability, documentation, and employee management.
• Partner with HR leadership on organizational changes, workforce growth, and business initiatives.

Performance Management & Employee Relations

• Support performance reviews, performance improvement plans, corrective actions, and employee development.
• Coach managers on addressing performance and conduct concerns promptly and consistently.
• Conduct objective and well-documented workplace investigations.
• Manage employee relations matters involving attendance, conduct, conflict, complaints, and policy violations.
• Partner with the Director of Human Resources on complex or high-risk employee matters.

Workforce Planning & Talent Development

• Partner with leaders to assess staffing needs, skills gaps, succession risks, and workforce requirements.
• Monitor turnover, absenteeism, vacancies, performance, and other workforce trends.
• Support succession planning, employee development, promotions, transfers, and leadership development.
• Partner with Recruiting and Training to support hiring, onboarding, retention, and workforce readiness.

HR Compliance & Reporting

• Ensure consistent application of company policies and HR procedures.
• Provide guidance regarding applicable federal, state, and local employment requirements.
• Support leave, accommodation, audit, investigation, and compliance processes.
• Monitor HR metrics and provide workforce updates and recommendations to leadership.
• Maintain accurate and confidential employee documentation.

Manufacturing & Operational Support

• Maintain a visible HR presence within manufacturing and operational areas.
• Build strong relationships with managers, supervisors, shift leaders, and employees.
• Support multiple shifts and respond to operational HR needs as required.
• Partner with Operations, EHS, Quality, Training, and other departments on workforce initiatives.

What We’re Looking For

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field preferred; equivalent experience may be considered.
• 5 years of progressive Human Resources experience.
• 3 years of experience directly supporting managers and business leaders preferred.
• Experience managing employee relations, workplace investigations, performance management, and corrective action.
• Strong knowledge of HR practices, employment compliance, and employee relations.
• Strong communication, problem-solving, coaching, and organizational skills.
• Ability to handle sensitive and confidential information appropriately.

Preferred Qualifications

• HR experience within manufacturing, industrial, distribution, engineering, energy, or another operations-intensive environment.
• Experience supporting rapidly growing or changing organizations.
• Experience with workforce planning, succession planning, and organizational change.
• Experience coaching frontline supervisors and managers.

Additional Information

• Primarily onsite position in Timberlake, North Carolina.
• Regular interaction with employees in office and manufacturing environments.
• Flexibility may be required to support multiple shifts and business-critical HR needs.
• Occasional travel may be required.

Applicants must be authorized to work for any employer in the U.S. The Company will not sponsor or take over sponsorship of any employment visa, including without limitation, H-1B, O-1, E-3, TN status, or I-485 job portability or similar immigration processes.