Business Partner, Human Resources

United States·North BrunswickFull Timemid

OtherBusiness

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Quick Summary

Key Responsibilities

Complies with all job-related safety and training

Requirements Summary

Bachelor’s degree in Human Resources or related field 7 to 9+ years of progressive HR experience Strong background in employee relations, talent management,

Technical Tools

OtherBusiness

04/2026

1200 Airport Rd., North Brunswick NJ 08902

Business Partner, Human Resources

Human Resources

Manager, Human Resources

Exempt

The HR Business Partner (HRBP) serves as a strategic advisor to leadership, aligning HR strategies with business objectives. This role supports multiple business units and/or facilities, ensuring alignment of people strategies, workforce planning, and organizational initiatives across locations. The HRBP drives organizational effectiveness through talent management, employee relations leadership, operational excellence, learning initiatives and data-driven insights while supporting key business priorities and change initiatives.

Responsibilities

~1 min read

→Complies with all job-related safety and training requirements
→Supports multiple facilities and leadership teams, requiring strong influence, adaptability, and strategic thinking

Partner with leadership across multiple sites/ departments to align HR strategy with operational and organizational goals
Translate business needs into people strategies, including workforce planning and organizational design
Act as a trusted advisor to leadership on all HR-related matters

Support workforce planning, headcount management, and organizational structure alignment across locations
Identify workforce risks and recommend solutions aligned with business objectives

Serve as escalation point for complex and high-risk employee relations matters across multiple facilities
Ensure consistent application of policies and mitigation of legal risks
Partner with Legal and leadership on sensitive matters

Lead performance management processes and support calibration discussions
Coach leaders on performance, accountability, and employee development
Strengthen leadership capability across supported areas

Drive talent review and succession planning processes
Identify high-potential talent and support development planning
Partner with leadership on retention strategies and career pathing

Utilize HR data (turnover, engagement, workforce trends) to inform decisions
Provide insights and recommendations to improve business performance
Identify cross-site trends and opportunities

Lead and support change initiatives across multiple sites or functions
Drive communication, alignment, and adoption of new processes

What We Offer

~1 min read

✓Support salary planning, promotions, and compensation decisions

✓Provide recommendations to maintain competitive and equitable practices

Ensure efficient HR service delivery and alignment across locations
Partner with HR team members and global teams on initiatives

Partner with Training/Development functions to identify skill gaps and support capability building
Support implementation of training initiatives aligned with business needs

Requirements

~1 min read

Bachelor’s degree in Human Resources or related field
7 to 9+ years of progressive HR experience
Strong background in employee relations, talent management, and Training & Development
Experience in manufacturing or regulated environments preferred

HR certifications (PHR, SPHR, SHRM CP, SCP) preferred

Ability to navigate office, lab, and/or plant floor working environments.
Standard office environment without unpleasant or hazardous conditions. Physical demands involved in office work such as the ability to talk, hear, use hands to handle and feel; work on a computer up to 7 hours a day; close vision required for computer usage.
Must have the ability to wear applicable personal protective equipment utilized at this site, including safety glasses/goggles, hairnets, lab coats, gloves and safety shoes.

Strong business acumen and strategic thinking
Ability to influence leadership and drive decisions
Advanced employee relations and conflict resolution skills
Strong analytical and decision-making capabilities
Excellent communication and leadership skills
Ability to manage multiple sites and competing priorities

Proficiency in HRIS systems and workforce analytics

Ability to navigate office, lab, and/or plant floor working environments.
Standard office environment without unpleasant or hazardous conditions. Physical demands involved in office work such as the ability to talk, hear, use hands to handle and feel; work on a computer up to 7 hours a day; close vision required for computer usage.
Must have the ability to wear applicable personal protective equipment utilized at this site, including safety glasses/goggles, hairnets, lab coats and safety shoes.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all the job responsibilities, duties, skill, or working conditions. In addition, this document does not create an employment contract, implied or otherwise, other than an "at will" relationship.

Qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy), sexual orientation, gender identity or expression, national origin, age, genetic information, disability, protected veteran status, or any other characteristic protected by applicable local, state, or federal law.

Benefits And Compensation: Our benefits are designed to help you move forward in your career, and in areas of your life outside of USPL. From health and wellness benefit options including: medical, dental, vision, short and long term disability, basic life insurance, supplemental life insurance, AD&D insurance. We also offer a matched 401(k) savings plan. Employees have the opportunity to receive compensation in the form of premium pay such as overtime, shift differential, holiday pay, sick time, etc. Newly hired employees receive up to 10 days of vacation the first year, which grows to 12 days starting the second year of employment.