HR Business Partner

Role:HR Business Partner Reports to: HR & Safety Services Manager Role Level: Experienced individual contributor; developmental entry may apply Supervisory Responsibilities: None Position Purpose The HR Business Partner provides hands-on human resources support to an assigned manufacturing location and serves as the local extension of corporate HR programs, policies, standards, and operating principles.

The position partners closely with the Plant Manager, supervisors, employees, the HR & Safety Services Manager, corporate HR program owners, and the local Safety Coordinator to create a healthy, accountable work environment and a consistent employee experience.

This is a business-partner role, not a substitute for day-to-day supervision.

The Partner equips leaders with practical tools, candid coaching, clear expectations, and appropriate accountability so supervisors perform their responsibilities effectively rather than transferring routine management work to HR.

Key Responsibilities Leadership Partnership Participate as a member of the plant supervisory team and regularly attend Plant Manager staff meetings to contribute the HR perspective, engage in workplace problem resolution, identify emerging employee and organizational needs, and support coordinated leadership decisions.

Report relevant HR measures, trends, risks, and progress; serve as a communication link between the plant and corporate Human Resources; and support the timely rollout of Steel King programs, policies, events, communications, and organizational updates.

Collaborate closely with the Plant Manager and other leaders as a trusted business partner, maintaining an open and reciprocal relationship that includes seeking and accepting coaching, providing candid guidance and constructive challenge, sharing observations and recommendations, and influencing effectively across all levels of the organization.

Demonstrate the professional maturity to give and receive feedback, learn from operational leadership, respectfully challenge when HR, employee, safety, or business considerations require it, and align on actions that support employees and the business.

Keep the direct manager and Plant Manager appropriately informed of material issues, status, risk, ownership, and next steps while protecting confidential, medical, and employee information.

Partner with management while maintaining HR independence, professional judgment, consistency, employee dignity, and accountability to approved corporate standards.

Employee, Union and Supervisor Relations Provide fair, responsive, and confidential support to employees and leaders.

Conduct or support employee-relations and workplace investigations; establish facts, maintain documentation, recognize risk, and make recommendations within delegated authority.

Support union relations, grievances, contract application, attendance, employee checkpoints, corrective action, performance concerns, and exits; track deadlines and avoid unauthorized commi...