HR Business Partner - Manufacturing

Harmon, Inc.

Position Summary

The Human Resources Business Partner (HRBP) provides proactive, strategic, and tactical HR support to plant leadership and employees. This role partners closely with operations and leadership to understand the business,   anticipate   workforce needs, and drive successful business outcomes through effective   people   strategies. Acting as a change agent, the HRBP navigates complex relationships, provides sound HR counsel, and ensures strong execution of core HR processes while championing employee engagement and organizational effectiveness.

Key Responsibilities

Workforce Planning, Onboarding, and Offboarding

- Workforce Planning and Talent Acquisition: Partner with leaders to develop and   maintain   accurate   job descriptions aligned with organizational structure, budget, and headcount needs. Create and manage job requisitions while collaborating closely with the Recruiting team to ensure effective,   timely , and compliant hiring practices, including adherence to AAP requirements.

- Onboarding and New Hire Experience: Lead and   facilitate   new hire onboarding and orientation for the manufacturing facility. Coordinate with leaders and Office Administrators to prepare materials, ensure technology and   documentation   readiness, and create a positive, compliant, and engaging onboarding experience. Serve as a resource to new employees for   benefits   enrollment and general employment support.

- Third-Party Temporary Agencies: Partner with the Plant Manager to assess the effectiveness of the temporary staffing plan, quality of candidates, and turnover.   Maintain agency relationships and contracts or   agreements and   provide input on new agency   selection .

- Compliance and Process Excellence: Ensure all hiring, onboarding, and offboarding processes are   accurate , well documented, and compliant with internal policies and regulatory requirements. Continuously   identify   opportunities to improve efficiency and   employee   experience.

Business Partnership and Organizational Effectiveness

- Strategic Business Partnership: Serve as a strategic partner to plant and operations leadership to drive business performance through effective people and labor strategies. Align workforce planning and organizational design with business   objectives   to support long-term operational success.

- •Leadership Advisor: Act as a trusted advisor to leaders by providing guidance on talent decisions, performance strategy, compensation recommendations, and organizational change initiatives. Maintain strong visibility and relationships across the plant through regular one-on-one meetings, floor presence, and open accessibility.

- Continuous Improvement: Support plant safety initiatives and continuous improvement efforts, including Lean Sigma and 6S activities, ensuring alignment between operational excellence and workforce effectiveness.

- Data-Driven HR: Leverage data and insights to inform strategy, support decision-making, and enhance organizational performance.

- Change Management and Leadership:   Apply a systems-thinking approach to lead through change, align stakeholders, and support successful adoption.

Employee Relations and Performance Management

- Employee Relations and HR Advisory: Serve as the primary point of contact for leaders and employees on HR-related matters, including policies, payroll, benefits, and workplace concerns. Provide balanced, business-focused guidance while   maintaining   professionalism, discretion, and confidentiality.

- Investigations and Issue Resolution: Lead thorough, objective investigations and manage resolution of employee relations matters in partnership with HR leadership. Ensure   timely   communication,   appropriate documentation , and compliance with company policies.

- Performance Management and Leadership Coaching: Drive consistent performance management practices by coaching leaders on goal setting, feedback, progressive discipline, leave management, and development planning.
- Support engagement initiatives that promote accountability, collaboration, and a high-performance culture.

Talent Development and Training

- Learning and Development Partnership: Partner with leaders and Learning and Development to   identify   skill gaps and implement targeted training initiatives aligned with plant needs.
- Facilitate required training programs and support employee development efforts that strengthen capability and prepare future leaders.

- Succession Planning: Support succession planning discussions by aligning development strategies with long-term workforce needs.

HR Operations, Compliance, and Administration

- HR Operations and Process Integrity:   Maintain   core HR processes and documentation to ensure accuracy, consistency, and compliance with company standards and applicable federal, state, and local labor laws. Oversee personnel file integrity and support audit readiness.

- Time, Payroll, and Systems Management: Manage time and attendance processes, including timecard review and payroll coordination, to minimize errors and ensure   accurate   compensation.

- Workday Ownership: Oversee and approve Workday business processes and data, serving as a subject-matter expert to leaders and Office Administrators to ensure effective system   utilization .

- Compliance: Support compliance-related activities, including workers’ compensation, unemployment claims, leave administration, and required screenings. Collect and analyze HR metrics to   identify   trends and drive process improvements.

Experience & Skills

Education

• Bachelor's degree in human resources or   related   field, or equivalent industry experience.

Experience

• Five to eight years of Human Resources experience.

• Manufacturing experience preferred.

Required Skills

• Strong coaching, influencing, and relationship-building skills.

• Problem-solving and the ability to make decisions based on available information.

• Extreme ownership and full responsibility for results, regardless of outcome.

• High professional integrity, honesty, personal credibility, discretion, and confidentiality.

• Clear, concise written and verbal communication using   appropriate industry   language and terms.

• Effective time management, urgency, and the ability to meet deadlines.

• Strong attention to detail and commitment to thoroughness and accuracy.

• Ability to navigate complex situations, use sound judgment, and engage the   appropriate partners   to achieve positive outcomes.

• Collaboration, flexibility, results focus, and the ability to   establish   clarity and alignment before moving forward.

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Our Benefits

We care about and invest in our employees. We are proud to offer a comprehensive benefits package designed to support their well-being and foster professional development. Here is a glimpse of what you can look forward to if you join our team.

- Competitive Benefits Package for employees and their dependents (Medical, Dental, Vision, Life, Disability)
- Incentive Plans
- 401(k) with employer contribution and match
- Employee Stock Purchase Plan with employer match
- Paid Time Off (Vacation and Sick Time)
- Paid Holidays
- Tuition Reimbursement Program
- Employee Assistance Program (EAP)
- Wellness Program
- Training and Career Progression

Apogee and our brands are an Equal Opportunity Employer.