Senior Human Resources Business Partner

The Senior Human Resources Business Partner (HRBP) serves as a key member of the leadership team for our manufacturing facility in Goodyear, Arizona, supporting a workforce of nearly 300 employees. This role is a critical driver of our People and Culture strategy, leading the workforce development workstream for the location and shaping the organizational capabilities needed for continued growth. 

The Senior HRBP provides strategic leadership across all facets of Human Resources—including talent acquisition, employee relations, organizational design, workforce planning, leadership development, change management, and HR operations. Acting as both a strategic advisor and hands‑on partner, this role collaborates closely with plant leadership to build a high‑performing, engaged, and future‑ready workforce. 

• →Lead the facility’s workforce development strategy to support expansion, including long‑range planning, large‑scale recruitment, and organizational design.
• →Analyze HR and business trends to develop data‑driven solutions that strengthen organizational effectiveness and support operational goals.
• →Serve as a trusted advisor to plant leadership, providing strategic counsel on talent, culture, and organizational health.
• →Oversee end‑to‑end hiring, onboarding, and offboarding processes in partnership with the centralized Talent Acquisition team.
• →Drive leadership development, succession planning, and bench‑strength initiatives to ensure a robust talent pipeline.
• →Coach leaders at all levels on performance management, employee development, and effective people leadership.
• →Build strong relationships with employees and leaders to foster a positive, inclusive, and high‑engagement culture.
• →Lead employee relations efforts, ensuring fair, consistent, and legally compliant practices.
• →Champion employee engagement initiatives and development programs across the plant.
• →Provide expert guidance on HR policies, employment law, and regulatory compliance.
• →Oversee HRIS and payroll accuracy, reporting, and audit readiness.
• →Partner with Total Rewards to evaluate compensation structures and make informed recommendations.
• →Lead change management efforts tied to the facility’s expansion and evolving business needs.
• →Collaborate with the broader People and Culture team to align site‑level execution with enterprise HR strategies.
• →Maintain a strong “voice of the plant,” ensuring employee perspectives inform HR programs and decisions.
• →Lead, mentor, and develop a team of local HR professionals, fostering a culture of excellence, collaboration, and continuous improvement. 

• Bachelor’s degree in Human Resources Management or related field, or equivalent experience.
• 5+ years of progressive HR experience, preferably within manufacturing or industrial environments.
• Strong HRIS proficiency; ADP experience preferred.
• Deep knowledge of federal, state, and local employment laws and regulatory requirements.
• Demonstrated success implementing HR processes and programs through effective change management.
• Strong analytical and problem‑solving skills with the ability to identify root causes and design scalable solutions.
• Proven ability to coach and influence leaders at all levels.
• High emotional intelligence, sound judgment, and strong business acumen.
• Broad HR expertise across compensation, employee relations, talent development, workforce planning, and performance management.
• HR certification (PHR, SPHR, SHRM‑CP, SHRM‑SCP) preferred. 

• Notify supervision of any repairs or adjustments that are required that may affect product quality or food safety.
• Understand, observe, and comply with the handling and usage of the color-coded container policy while in the Production Areas.
• Perform all duties necessary to meet Company, Customer and/or Government requirements/standards as prioritized by the Company.
• Ability to initiate action to prevent the occurrence of nonconformities relating to Food Safety and the Quality of the product, processes, quality system, or safety system.
• Identify and record any problems relating to Food Safety and the Quality of the ingredients, processes, quality system, or safety system.
• Control further processing or delivery of nonconforming product in terms of Food Safety and Quality issues until the deficiency or unsatisfactory condition has been corrected.
• In the event of absence, another employee with the same skill level will assume the duties and responsibilities as required.