Human Resources Business Partner

Direct message the job poster from Bodycote Senior Recruiter, North America at Bodycote Our people are the heart of our business. As the world’s largest provider of thermal processing services, Bodycote employs thousands of highly skilled staff around the globe, including some of the best engineers, scientists, and technicians in the industry. Come join our team Summary Reporting to the Sr. Human Resources Manager, you will be responsible for building strong, effective relationships with internal customers while facilitating the transfer of HR requests and solutions across multiple plants, support functions, shared services, and corporate teams. You will actively promote the exchange of HR best practices, anticipate and assess HR needs, and collaborate with the HR department and your designated region to develop integrated solutions that support the organization’s business objectives. Essential Job Functions (Duties And Responsibilities) Serves as the main HR point of contact for employees and managers across the HR Region. Proactively supports the delivery of HR Processes. Partners with the EHS team to manage workers' compensation issues and drive timely resolution of claims. Builds a strong business relationship with the internal customers to include operations, SSC, support functions, as well as other regions. Actively identifies gaps, proposes, and implements changes necessary to cover risks. Acts as the performance improvement driver and provokes positive changes in people management. Support and assist the SR HR Manager with succession plans for key talents and key job positions. Manages workers' comp issues in coordination with the safety team and brings timely resolution to claims. Provide day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions). Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Manage and resolve complex employee relations issues with support from the Sr. HR Manager. Conducts effective, thorough, timely, and objective investigations. May have access to compensation information of other employees or applicants in this role, and as such cannot disclose the pay of other employees or applicants to other individuals. Assists in the creation and delivery of training plans for all levels of the organization. May have access to proprietary and third‑party information necessary to the business, and as such will perform duties ethically and professionally. Responsible for separation processes, including exit interviews, employment documents, payroll coordination, and meetings as employees transition out of Bodycote. Maintain an in-depth knowledge of the legal requirements related to day‑to‑day management of employees in the states where the sites supported by this role are located, reducing legal risks and ensuring regulatory compliance. Identify training needs for business units and individual executive coaching needs. Participates in the evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Build effective relationships with employees and provide seamless HR support to line management. Provide leadership and expertise in the delivery of HR services to your site, including employee relations, compensation, engagement, organizational design/change, recruiting, and selection. Work with the line management team to determine departmental needs and execute accordingly. Lead, leverage, and improve HR processes within the business (Performance Management, Salary Planning/Reward Management, Succession Planning, and Talent Management), and cross‑functional communication. Implement and drive HR initiatives that contribute to the development and execution of the ‘people agenda’ for the business. Partner with line management to deliver leadership that sponsors optimum engagement of employees while actively managing headcount targets and assisting in budget management. Ensure a dynamic pipeline of talent through rigorous performance management, coaching, and development of employees, candid and timely performance feedback. Serve as an employee advocate, balancing fair labor standards. Advise managers on talent management programs, skill gap analysis, and individual career development. Analyze and report on HR data to help shape and influence business decisions. Qualifications ITAR compliance: candidates must be U.S. citizens or permanent resident cardholders. Experience: at least 5 years of hands‑on experience in human resources, with a strong history of driving successful initiatives in talent management, employee relations, and performance optimization. Communication: strong interpersonal and communication skills, with the ability to effectively collaborate with leadership and employees at all levels. Education: Bachelor’s degree in Business Administration, Human Resources, Organizational Psychology, or a related field, or equivalent practical experience. PHR certification preferred. Technical Aptitude: solid understanding of HR technologies and systems, with the ability to leverage data and tools to enhance decision‑making and streamline HR processes. Other: demonstrates a proactive, adaptable mindset and thrives in dynamic environments while managing multiple priorities. Physical & Mental Demands: ability to work in both a professional office setting and industrial environments; ability to sit, drive, and travel for extended periods; manage multiple priorities and stressful situations; strong analytical and problem‑solving skills. This job description is intended to outline the general nature and scope of the responsibilities and duties of the role. It is not a complete list of responsibilities, duties, and skills required of personnel so classified. The job description does not constitute a written or implied contract for employment. Bodycote reserves the right to revise or change job duties and responsibilities as the need arises. Bodycote is an Equal Opportunity Employer and does not discriminate against current and prospective employees based on race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age for individuals over years of age, military and veteran status, sexual orientation, or any other basis protected by applicable federal, state and local laws. #J-18808-Ljbffr