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1) SUMMARY / OBJECTIVE

Reporting to the Director of HR, the HR Business Partner provides strategic and operational HR support to the Maintenance, Production, Warehouse, Customer Experience, and Finance/Accounting departments. This professional serves as a trusted HR advisor to department leaders, helping drive employee engagement, retention, performance management, and organizational development initiatives.

The HR Business Partner manages day-to-day HR processes—including employee relations, recruitment coordination, onboarding, attendance, and HR compliance—while also supporting strategic HR initiatives designed to improve employee experience and operational effectiveness. This role requires a seasoned HR professional capable of independently managing complex HR matters while partnering closely with the HR Director to align HR strategies with business goals.

Responsibilities :

+ Act as the primary HR point of contact for assigned departments, providing guidance and support on employee relations, performance issues, and HR inquiries.

+ Partner with department leaders on recruitment strategy, including interview planning, candidate assessment, and offer coordination

+ Oversee onboarding and orientation processes, ensuring a smooth integration of new hires.

+ Implement and monitor employee engagement, retention, and recognition initiatives; analyze feedback and provide recommendations for improvement.

+ Administer and interpret employee surveys, pulse checks, and other feedback mechanisms to identify trends and drive actionable insights.

+ Manage attendance tracking, leave of absence requests, and related HR records, ensuring compliance with company policies and labor regulations.

+ Facilitate employee discussions, performance management conversations, and corrective action meetings as needed, escalating complex issues to the HR Director when necessary.

+ Maintain accurate HRIS records for job changes, promotions, and other lifecycle actions; ensure compliance with HR processes and documentation standards.

+ Support and lead HR communications, training programs, and department-wide initiatives in partnership with the HR Director.

+ Provide guidance on HR best practices, employment law, and compliance requirements to department leaders.

+ Collaborate with Payroll and Benefits teams to ensure seamless execution of HR programs and policies.

+ **COMPETENCIES** To succeed in this entry-level HR business partner role, the candidate should demonstrate:

+ Strong interpersonal and communication skills with the ability to influence and build credibility with leaders at all levels.

+ Strategic mindset with the ability to balance day-to-day HR operations with proactive initiatives that support business objectives.

+ Skilled in employee relations, performance management, and conflict resolution, with sound judgment and discretion.

+ Highly organized, detail-oriented, and capable of managing multiple priorities across diverse departments.

+ Ability to work independently while collaborating effectively with HR leadership and cross-functional teams.

+ Analytical skills to interpret HR data, employee feedback, and trends to make informed recommendations.

+ Proficiency in Microsoft Office Suite and HRIS systems; ability to learn new tools as needed.

+ Solid understanding of employment laws, HR practices, and compliance requirements.

+ Demonstrated ability to implement programs that improve engagement, retention, and employee experience.

4) SUPERVISORY RESPONSIBILITIES

+ This role does not have direct supervisory responsibilities but may provide functional guidance and support to peers and HR team members.

+ Collaborates with and supports the Payroll and Benefits Administrator under the direction of the HR Director.

1. **WORK ENVIRONMENT**

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions

+ The work environment is typical office environment where noise level is usually low to moderate.

+ Time spent on the Production Floor which requires PPE and there will be additional exposure to light manufacturing machinery.

1. **PHYSICAL DEMANDS**

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

+ While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. The employee must occasionally lift and/or move up to 25 pounds.

1. **POSITION TYPE/EXPECTED HOURS OF WORK**

+ This is a full-time position. The base days and hours are Monday through Friday, eight (8) hours per day depending on shift assigned.

1. **TRAVEL**

+ Very little to no travel required.

1. **REQUIRED EDUCATION & EXPERIENCE**

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

1. **PREFERRED EDUCATION & EXPERIENCE LANGUAGE SKILLS**

+ At least one year of human resource management experience preferred.

+ SHRM-CP a plus.

1. **ADDITIONAL ELIGIBILITY QUALIFICATIONS**

2. English language and knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.

1. **WORK AUTHORIZATION**

2. Must be authorized to work in the U.S. as a pre-condition of employment.

**Pay Details:** $100,000.00 to $115,000.00 per year

Equal Opportunity Employer/Veterans/Disabled

Military connected talent encouraged to apply

To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to https://www.adecco.com/en-us/candidate-privacy

The Company will consider qualified applicants with arrest and conviction records in accordance with federal, state, and local laws and/or security clearance requirements, including, as applicable:

+ The California Fair Chance Act

+ Los Angeles City Fair Chance Ordinance

+ Los Angeles County Fair Chance Ordinance for Employers

+ San Francisco Fair Chance Ordinance

**Massachusetts Candidates Only:** It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.