HR Business Partner

Job SummaryWe are seeking an experienced and strategic Human Resources Business Partner (HRBP) to serve as a trusted advisor to plant leadership and operations teams. The HRBP will act as a key link between HR and the business, driving talent strategies, employee engagement, and organizational effectiveness in a dynamic manufacturing/food processing environment.

This role requires strong bilingual capabilities (English/Spanish) to effectively support our Spanish-speaking employees and leaders. The ideal candidate thrives in a hands-on, fast-paced setting and has a solid understanding of manufacturing operations, food safety compliance, and union-free or union environments.

Note:

This position is offered as either Temp-to-Hire or Permanent, depending on the candidate's experience and fit. Top performers in the temp-to-hire track will have the opportunity to convert to a permanent role.

Key ResponsibilitiesStrategic Partnership:

Partner with plant managers, supervisors, and department leaders to understand business goals and align HR strategies to support production targets, workforce planning, and operational excellence.

Employee Relations:

Serve as the primary point of contact for employee concerns, investigations, performance management, and conflict resolution. Handle sensitive issues with professionalism and in compliance with company policies and employment laws.

Talent Management & Development:

Lead talent acquisition, onboarding, succession planning, and leadership development initiatives. Partner with hiring managers to fill critical manufacturing and technical roles.

Bilingual Support:

Provide HR guidance, conduct meetings, deliver training, and resolve issues in both English and Spanish to ensure clear communication across the diverse workforce.

Compliance & Risk Management:

Ensure adherence to federal, state, and local employment laws (EEOC, FLSA, FMLA, OSHA, etc.), as well as food industry-specific regulations (FDA, USDA, SQF, HACCP). Support safety programs and workers' compensation processes.

Performance Management:

Coach leaders on performance reviews, disciplinary actions, and improvement plans. Facilitate annual performance and talent review processes.

Change Management & Culture:

Drive organizational change initiatives, employee engagement programs, and diversity & inclusion efforts to build a high-performing, safety-conscious culture.

HR Analytics & Reporting:

Analyze HR metrics (turnover, absenteeism, engagement scores) and provide data-driven recommendations to improve retention and productivity in a shift-work environment.

Policy Implementation:

Interpret and administer HR policies consistently while recommending updates to meet evolving business needs.