Human Resources Business Partner

Summary:

The Human Resources Business Partner (HRBP) serves as a critical strategic and operational partner to plant leadership, focusing on Supervisor, Manager and Professional level talent management. Reporting directly to the HR Director, this role oversees human resources functions within a manufacturing facility in California. The HRBP utilizes Workday and ADP to drive workforce analytics, wage-and-hour compliance, and site culture initiatives to optimize production workforce performance and efficiency.

Education/Certification:

• Bachelor's degree in Human Resources, Business Administration, or a related field required.

• PHR-CA (Professional in Human Resources - California) or SPHR-CA highly preferred.

• SHRM-CP or SHRM-SCP certification is a strong plus.

Experience: Minimum of 5 years of progressive HR experience, with a required 2+ years supporting operations within a manufacturing or production facility in California.

Knowledge, Skills and Abilities

• Strong working knowledge of Federal and California employment laws (CFRA, PDL, ADA, FMLA, wage-and-hour compliance) and Cal/OSHA regulations.

• Proficiency in Workday, ADP Workforce Manager (or enterprise equivalents), and Microsoft Office Suite (Word, Excel, PowerPoint, Outlook).

• Solid foundation in manufacturing safety tracking, workers' compensation management, and complex conflict resolution within a fast-paced manufacturing environment.

• Proven ability to translate turnover and headcount metrics into actionable recruitment and retention plans.

• Ability to influence without authority, persuading leadership to adopt talent strategies aligned with business outcomes rather than just HR policy.

• Strong active listening and emotional intelligence to read team dynamics, anticipate cultural friction, and resolve sensitive employee relations issues objectively.

• Unwavering integrity and a commitment to maintaining strict confidentiality regarding all employee and company data.

• High comfort level with ambiguity, maintaining composure and a calm demeanor during high-stress situations or shifting organizational priorities.

• Assertive and approachable communication style to constructively challenge decisions when talent practice or company culture risk being compromised.

• Bilingual in Spanish a plus.

Duties and Responsibilities:

Manufacturing HR Analytics & Strategy

• Tracks and shares key site metrics including turnover, engagement, and headcount using Power BI tool to proactively address labor shortages and retention challenges.
• Manage and administer the Dover Employee Engagement Survey and Pulse surveys to capture plant-floor and management feedback. Works with Department Mangers in the development of action plans from the results and ensure completion.
• Lead strategic site projects focused on HR practices and plant efficiency.

California Employee Relations & Compliance

• Manage employee relations for production supervisors and professional-level technical staff, fostering an open-door culture.
• Conduct objective, thorough HR investigations and lead the Corrective Action Partnership process on the floor.
• Manage California Workers' Comp, partnering closely with EHS team to manage complex claims, return-to-work protocols, and incident reduction.
• As backup for timekeeping management and payroll closing, ensure strict adherence to California Wage and Hour laws, including FLSA requirements, meal and rest break compliance, overtime rules, and shift-differential tracking.
• Coordinate termination and resignation administration in compliance with California final pay requirements to ensure operational transition continuity and minimize legal risk.

Talent Management & Performance

• In partnership with the Talent Acquisition Center of Excellence, manage the full-cycle recruitment process for professional and management requisitions. Key responsibilities include:

• Job Creation & Posting: Developing job descriptions, routing requisitions for approval, and posting open roles.

• Candidate Management: Directing recruitment strategies and coordinating the interview process.

• Onboarding & Screening: Extending formal offer letters and overseeing pre-employment screening.

• Assist HR Director with facilitating the annual Talent Review process for managers and their teams.

• Lead Succession Planning to identify and develop critical future frontline and plant leadership pipelines.

• With Director, Human Resources, drive the end-to-end Performance Review and Compensation Cycle within Workday, aligning Merit and Annual Incentive Plan (AIP) allocations with site operational goals.

• Develop and facilitate various people leader coaching, HR trainings and workshops for PSG CA leaders and employees based on business needs and key team priorities.

Policy, Compliance & Culture

• Promote an environment of positive employee relations, maintain confidentiality, establish trust and credibility, and demonstrate high-level integrity.

• Drive policy development and regular policy reviews tailored to highly complex California labor laws (Cal/OSHA, CFRA, PDL, and DLSE regulations).

• Standardize and execute the new hire onboarding process for production supervisors, managers, and professional roles.

• With Human Resources team, coordinate and champion employee events to foster team morale, safety milestones, and positive plant culture.

• Adhere to all safety policies and regulations.

• Maintain stellar attendance.

• May be required to work off hours on occasion.

• Other duties as assigned to support business and department needs.

Travel: Limited travel required <10%