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Senior HR Business Partner Inteva Products, LLC - 3.4 Vandalia, OH Job Details Full-time 12 hours ago Qualifications Employee onboarding Employee misconduct investigations Sourcing Team member evaluation Employee grievance management Coaching Candidate pipeline management HR legal compliance Employee retention Performance feedback (performance evaluation method) Leadership development Disciplinary action management Team development Employee data management Policy & process development Workforce planning strategy Professional development support Data management Continuous improvement HR compliance Decision making Employee retention strategy New hire orientation Candidate sourcing Employment law in talent management Talent career development HR business partner employee support Senior level Onboarding process management Data-driven decision making Full Job Description As a key member of the Corporate HR team, the Senior Human Resources Business Partner serves as the primary HR partner to the regional engineering organization and as the HR site lead for the Vandalia site. This business minded HR leader translates engineering and business priorities into practical people strategies, coaches leaders through complex decisions, and delivers core HR support with consistency and sound judgment. The role combines strategic partnership with hands-on execution in a fast-paced, technical environment.

Key Responsibilities:

Serve as a trusted advisor to Regional Engineering and functional leaders, translating Inteva and Engineering priorities into effective people strategies and actions. Coach leaders on performance, accountability, team effectiveness, communication, and employee matters. Influence decisions through credible advice, data, and strong business judgment. Strengthen the talent pipeline for critical engineering and technical roles by identifying capability gaps and leading talent reviews, succession planning, development planning, and retention strategies. Lead Vandalia's student program, including candidate sourcing, onboarding, development, and program activities. Lead employee relations matters from fact-finding through action recommendations. Conduct or support investigations, maintain appropriate documentation, and recommend actions aligned with company policy and applicable law. Drive the performance management appraisal process, including goal setting, performance reviews, calibration, and individual development planning. Coach leaders to differentiate performance, address concerns promptly, and implement performance improvement actions. Partner with hiring leaders on recruiting strategies for engineering and specialized technical talent. Participate in selection, offers, onboarding, and new hire orientation. Use employee feedback, workforce indicators, and direct observation to identify themes and help leaders develop focused actions that strengthen communication, collaboration, inclusion, and retention. Execute and continuously improve corporate HR processes, including policy administration, HRIS data and records, reporting, and employee lifecycle activities. Interpret and maintain salaried HR policies and practices. Monitor employment law requirements and partner with Corporate HR and Legal when necessary. Represent HR in regional engineering staff meetings and corporate HR initiatives. Collaborate across other functions to deliver integrated solutions. Participate in business and HR projects as assigned, and support site safety and security processes, including employee access and badging.