HR Business Partner - Manufacturing

The role will be the primary point of contact between the Manufacturing Division and the Human Resources Team.

PURPOSE OF POSITION

o The role will be the primary point of contact between the Manufacturing Division and the Human Resources Team. The focus of the HRBP Manufacturing is to address the unique HR needs of the manufacturing division while leveraging the expertise of the central HR functions (Talent, Employee and Industrial Relations, Compensation and Benefits) to support the delivery of business objectives and enable a positive work culture.

o Working in close collaboration with central HR functions the role will align HR initiatives with the division's goals and strategies and ensure consistency and alignment in HR practices, policies, and programs

o The HR Business Partner will through strategic partnership, talent management, and collaboration skills will contribute to the division's success by ensuring the division has the necessary talent, resources, and HR initiatives in place to meet its objectives including building positive employee experience and organizational culture.

KEY RESPONSIBILITIES

o Strategic HR Partnership: Collaborate closely with the manufacturing division's leadership team to understand their goals, challenges, and talent needs. Provide strategic HR guidance and support to align HR initiatives with the division's objectives.

o Talent Acquisition and Management: Work with hiring managers to identify staffing needs. Work with Talent Team to develop effective recruitment strategies and manage full-cycle recruitment processes, including sourcing, screening, interviewing, and selection. Develop and implement onboarding programs to ensure new employees are integrated successfully into the division. With Support from Talent Team coordinate the Talent management plans and programs including Strategic Workforce Plans, Talent Reviews, and Succession planning, for the division. Partner with Talent Team to develop and implement Early career programmes including Graduate Trainees, apprenticeships and internships.

o Employee Relations: Act as a trusted advisor and mediator for employee relations matters. Proactively address employee concerns and promote a positive work culture. Work with Employee Relations Team to provide guidance and support to managers on performance management, conflict resolution, and disciplinary actions.

o Performance and Management: Implement company performance and talent management programs, including goal-setting, performance evaluations, and feedback mechanisms. Coach and

train managers on effective performance management techniques to drive employee development and engagement. Manages performance calibration and PIP process for division.

o Training and Development: Identify skill gaps within the division and design training programs to address these needs. Collaborate with the Learning and Development team to deliver training sessions and promote continuous learning opportunities. Liaise with QHSE team to develop and deliver safety training programs to employees, including new hire orientations, ongoing safety awareness campaigns, and specialized training as needed.

o Compensation and Benefits: Partner with the Compensation and Benefits team to develop and implement competitive and equitable compensation and benefits programs for the manufacturing division. Ensure compliance with relevant laws and regulations.

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o HR Policies and Compliance: Develop and maintain HR policies and procedures specific to the manufacturing division. Stay updated on laws and regulations to ensure compliance. Provide guidance and training to managers and employees on HR policies and procedures. Liaise with QHSE teams to align safety and compliance initiatives, share best practices, and implement standardized safety programs.

o HR Analytics and Reporting: Utilize HR data and analytics to identify trends, assess divisional HR metrics, and provide insights for decision-making. Prepare regular HR reports for the division's leadership team.

Required Qualification, Experience, Knowledge and skills:

o Bachelor's degree in Human Resources Management, , or a related field. Master's degree is a plus.

o Minimum of 5 years of progressive HR experience, with a focus on manufacturing or related industries.

o Strong knowledge of HR best practices, employment laws, and regulations.

o Experience partnering with business leaders and providing strategic HR support.

o Proven ability to handle complex employee relations issues with confidentiality and sensitivity.

o Excellent interpersonal, communication, and presentation skills.

o Demonstrated experience in talent acquisition, performance management, and training and development.

o Proficient in HRIS systems and MS Office Suite.

o HR certification (e.g., SHRM-CP, PHR) is desirable.

 KEY PERFORMANCE INDICATORS

o Turn Over

o Employee Engagement

o Training Feedback Scores

o Succession Cover

SPECIAL CONDITIONS ASSOCIATED WITH THE JOB

o The job is based on a minimum forty-hour workweek; however, the nature of the company’s business will require flexible working hours during the week may require occasional evening or weekend work and possibly on weekends to accommodate meeting or training sessions for employees working different shifts.

o This position is based in a fast-paced manufacturing facility, which may involve exposure to machinery, noise, and various environmental conditions. The HR Business Partner should be comfortable working in this type of setting and be mindful of safety protocols and guidelines.

o This role may involve some physical activity, such as walking through the manufacturing floor or participating in safety inspections. The HR Business Partner should be capable of performing these tasks comfortably and safely.