Human Resources Business Partner

Position Summary / Essential FunctionThe Human Resources Business Partner serves as a key trusted partner and advisor to operations and leadership, delivering the full range of HR services in a dynamic manufacturing environment. This midlevel role supports the entire employee lifecycle - from workforce planning, attraction, and recruiting through onboarding, employee relations, leave administration, engagement, and talent development - while ensuring compliance with federal and Connecticut employment and labor laws. The Human Resources Business Partner plays a key role in fostering a culture of safety, excellence, belonging, performance accountability, workforce stability, and continuous improvement and operates with minimal supervision to investigate and resolve complex employee relations, compliance, and other operational HR matters without routine escalation.

Key ResponsibilitiesTalent Attraction, Recruiting & Workforce Planning

Partner with operations and leadership to understand workforce needs and develop recruiting strategies for hourly and salaried roles.Manage endtoend recruiting processes including job postings, candidate sourcing, screening, interviewing, and offer coordination.Analyze recruiting metrics and labor market trends to improve hiring effectiveness and timetofill.Support employer branding and community outreach initiatives aligned with manufacturing talent pipelines.

Onboarding & Employee Lifecycle Management

Design, administer, and continuously improve onboarding programs to ensure a positive, compliant, and engaging newhire experience.Coordinate orientation, training completion, and assimilation into plant culture and safety expectations.Support internal mobility, promotions, transfers, and offboarding processes.

Attendance, Timekeeping & Leave Administration

Administer and track attendance programs in partnership with operations leadership.Manage leaves of absence including FMLA, CT Paid Family and Medical Leave (CT PFML), ADA accommodations, military leave, and companyprovided leaves.Serve as a point of contact for employees and managers regarding leave eligibility, documentation, and returntowork coordination.

Employee Relations & Culture

Partner with operations leaders and supervisors to address employee relations issues, conduct investigations, and support performance management processes.Guide leaders on corrective action, policy interpretation, risk assessment, and consistent application of workplace standards.Promote a culture of respect, inclusion, engagement, and accountability aligned with company values.

Total Rewards, Retention & Engagement

Participate in the design, administration, and communication of rewards and recognition programs that support retention and high performance.Support annual and offcycle compensation processes in coordination with HR leadership.Assist with benefits administration and vendor coordination as needed.

Leadership Development & Succession Planning

Support leadership development programs, training initiatives, and career pathing efforts.Participate in talent reviews and succession planning activities.Assist in workforce analytics related to engagement, turnover, and development outcomes.

Compliance, Reporting & HR Operations

Ensure HR practices comply with federal, Connecticut, and local employment laws and regulations.Maintain accurate employee records in HRIS systems and support audits and required reporting (e.g., EEO1, OSHA logs).Analyze and report HR metrics related to turnover, absenteeism, engagement, and staffing trends.

Qualifications & ExperienceRequired:

Bachelor's degree in Human Resources, Business Administration, or a related field.3-6 years of progressive HR business partnership experience, preferably in a manufacturing or industrial environment.Working knowledge of FMLA, ADA, wage and hour laws, and Connecticut employment requirements.Experience supporting hourly workforces and partnering with frontline supervisors.

Preferred:

SHRMCP or PHR certification.Experience with multishift or unionadjacent environments.Proficiency with HRIS, timekeeping, and applicant tracking systems.

Physical & Work Requirements

Ability to work in a manufacturing environment, including walking the plant floor.Occasional offshift or afterhours support as business needs require.