Human Resource Business Partner - TW

United States·Extonmid

OtherHuman Resource Business Partner

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Quick Summary

Overview

Essential Functions & Responsibilities Serve as a trusted advisor and coach to leaders, managers, and employees, providing day-to-day HR guidance aligned with business needs and employment law.

Technical Tools

OtherHuman Resource Business Partner

Responsibilities

~1 min read

→Serve as a trusted advisor and coach to leaders, managers, and employees, providing day-to-day HR guidance aligned with business needs and employment law.
→Use HR metrics and people analytics to identify trends, assess risk, and inform business decisions.
→Resolve complex employee relations matters with fairness, consistency, and sound judgment.
→Partner with leaders on performance management, culture, engagement, and retention.
→Ensure compliance with federal, state, and local employment laws — including wage and hour, leave, accommodation, PFML, and workplace safety — across a multi-state workforce.
→Lead workforce planning, succession planning, organizational design, change management, and skills-gap analysis.
→Identify and deliver training, reskilling, and upskilling programs across in-person, virtual, and technology-enabled formats, with emphasis on leadership, compliance, and safety.
→Partner with Payroll and managers on time and attendance, pay practices, and timekeeping, ensuring accurate compensation and compliant recordkeeping across all locations.
→Design and manage skills-based, inclusive recruiting and selection in partnership with hiring managers.
→Champion diversity, equity, inclusion, and accessibility across HR and talent practices, and support onboarding that accelerates new-hire productivity and cultural alignment.
→Leverage HR technology and AI-enabled tools responsibly to improve service delivery while protecting employee privacy, and partner cross-functionally with Operations, Safety, Finance, Payroll, Talent Acquisition, and Learning.

Requirements

~1 min read

Bachelor’s degree in Human Resources, Business, Organizational Development, Industrial Relations, or a related field; equivalent experience may be considered.
Minimum of 5 years of progressive HR experience across employee relations, talent acquisition, talent development, compensation, compliance, and workforce planning.
Working knowledge of HRIS, payroll, timekeeping, and learning platforms such as Kronos, Workforce Dimensions, or UKG Pro.
Proficiency with Microsoft Office (Outlook, Word, PowerPoint, Excel, Teams) and the ability to use HR data and dashboards to support recommendations.
Experience using AI-enabled tools or automation to improve HR processes, with sound judgment on confidentiality and data privacy.
Experience supporting a multi-state workforce; industrial, manufacturing, distribution, or metals environment preferred.
Ability to thrive in a fast-paced, entrepreneurial organization with changing priorities.
HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred.