Site HR Business Partner

Responsibilities

• Serve as the primary HR point of contact to the site leadership team.
• Translate business goals into HR strategies that support production, quality, safety, and workforce stability.
• Lead workforce planning, staffing strategies and organizational design for the site.
• Partner with corporate HR to ensure consistent execution of company-wide programs.
• Lead employee relations activities, including coaching leaders, conducting investigations, and resolving workplace issues.
• Promote a positive, inclusive, and high-performance culture aligned with company values.
• Maintain strong visibility on the production floor to build trust and understand workforce needs.
• Partner with the Talent Acquisition team to ensure timely hiring for hourly, skilled trades, and salaried roles.
• Oversee site-level onboarding, desk set-up, seating assignment and new‑hire integration.
• Monitor turnover trends and, in connection with corporate HR, implement retention strategies tailored to the site.
• Work closely with the corporate training team to address and manage site training needs, including compliance training, skills development, and leadership training.
• Guide leaders through performance reviews, corrective actions, and development plans.
• Coach supervisors and managers on effective leadership, communication, and employee engagement.
• Ensure consistent application of policies and performance standards across all shifts.
• Ensure compliance with federal, state, and local employment laws, as well as company policies and safety standards.
• Oversee HR processes including attendance, leaves of absence, accommodations, and personnel records.
• Support the management of unemployment claims and assist with responding to employment-based legal matters in partnership with Corporate HR and Legal.
• Partner with EHS to support safety initiatives, incident response, and workers’ compensation processes.
• Maintain accurate HR metrics and dashboards; use data to drive decisions and improvements.
• Foster a culture of continuous improvement and operational excellence within the HR function.
• Any other duties as assigned by TAS.

• Serve as the primary HR point of contact to the site leadership team.
• Translate business goals into HR strategies that support production, quality, safety, and workforce stability.
• Lead workforce planning, staffing strategies and organizational design for the site.
• Partner with corporate HR to ensure consistent execution of company-wide programs.
• Lead employee relations activities, including coaching leaders, conducting investigations, and resolving workplace issues.
• Promote a positive, inclusive, and high-performance culture aligned with company values.
• Maintain strong visibility on the production floor to build trust and understand workforce needs.
• Partner with the Talent Acquisition team to ensure timely hiring for hourly, skilled trades, and salaried roles.
• Oversee site-level onboarding, desk set-up, seating assignment and new‑hire integration.
• Monitor turnover trends and, in connection with corporate HR, implement retention strategies tailored to the site.
• Work closely with the corporate training team to address and manage site training needs, including compliance training, skills development, and leadership training.
• Guide leaders through performance reviews, corrective actions, and development plans.
• Coach supervisors and managers on effective leadership, communication, and employee engagement.
• Ensure consistent application of policies and performance standards across all shifts.
• Ensure compliance with federal, state, and local employment laws, as well as company policies and safety standards.
• Oversee HR processes including attendance, leaves of absence, accommodations, and personnel records.
• Support the management of unemployment claims and assist with responding to employment-based legal matters in partnership with Corporate HR and Legal.
• Partner with EHS to support safety initiatives, incident response, and workers’ compensation processes.
• Maintain accurate HR metrics and dashboards; use data to drive decisions and improvements.
• Foster a culture of continuous improvement and operational excellence within the HR…