Human Resources Business Partner
IDEX, Albuquerque, NM, United States
Human Resources Business Partner (HRBP)
The HR Business Partner supports site and functional leaders by providing strategic and consultative HR support focused on employee relations, performance management, engagement, and talent development. This role partners closely with the HR Manager to support leaders through complex people matters, organizational change, and workforce needs, while driving consistent application of HR practices across assigned sites. The HRBP will report directly to the Site HR Manager. Essential duties and responsibilities include: Partner with site and functional leaders to support people related decision making and leadership effectiveness. Serve as a trusted advisor to leaders on workforce planning, organizational effectiveness, and talent needs. Support organizational design by assessing capability needs, role clarity, and structural alignment with business goals. Act as a change partner during leadership transitions, organizational shifts, and periods of growth. Coach managers and leaders on performance management, feedback, accountability, and employee development. Build leadership and team capability by partnering with leaders and L&D on targeted development initiatives. Coach leaders on fostering an inclusive, values aligned team culture. Partner with leaders to identify talent risks, development needs, and succession considerations. Support engagement efforts, including engagement survey review and leader action planning. Support performance review cycles with a focus on development, fairness, and follow through. Support leaders with performance improvement planning and corrective action decisions. Lead and support complex and sensitive employee relations matters in partnership with the HR Manager. Conduct or support investigations involving leadership or higher risk employee relations situations. Identify people related risks and escalate concerns appropriately. Ensure consistent application of HR policies, practices, and expectations. Analyze HR data and trends to inform leadership decisions and proactive interventions. Gather leader and employee feedback to inform continuous improvement of HR programs, processes, and policies. Support implementation of company HR programs and processes across assigned sites. Support digital enablement efforts, ensuring leaders and employees adopt new HR tools and processes effectively. Partner with HR leadership to evaluate and implement automation solutions that strengthen HR operational capabilities. Partner closely with the HR Manager on HR priorities, initiatives, and execution. Support onboarding and development of HR team members as needed. Education and experience required: Bachelor's degree in Human Resources, Business Administration, or a related field required, or 6 - 8 years combination of education and experience. Minimum of 58 years of progressive experience in Human Resources, including experience in an HR Generalist or HR Business Partner role. Demonstrated experience supporting employee relations, performance management, and manager coaching. Experience supporting leaders in a manufacturing, operations, or multi-site environment preferred. PHR or SPHR Certification preferred. Knowledge, skills, and abilities: Strong working knowledge of employee relations practices, investigations, performance management, and corrective action processes. Ability to coach and influence leaders through complex and sensitive people matters. Strong judgment and discretion when handling confidential and sensitive information. Ability to interpret and apply HR policies, procedures, and employment laws consistently. Strong written and verbal communication skills. Ability to build effective working relationships across all levels of the organization. Ability to manage multiple priorities, meet deadlines, and operate effectively in a fast-paced environment. Ability to analyze HR data and identify trends, risks, and opportunities for action. Proficiency with HR systems and standard business software tools (Workday, KRONOS, and Microsoft Office are preferred). Physical demands: Ability to remain in a stationary position for extended periods of time. Ability to communicate effectively with individuals and groups. Ability to operate a computer and other office productivity equipment. Ability to move about the facility as needed to support employees and leaders. Ability to occasionally lift and carry materials up to 25 pounds. Work environment: Work is performed on site within a manufacturing facility. The role regularly operates in areas where production, equipment, and machinery are present. Must be able to work in environments that require adherence to site safety policies and the use of required personal protective equipment (PPE). Exposure to noise, temperature variations, and industrial conditions may occur consistent with a manufacturing environment. Travel: Travel may be required to support assigned sites, leaders, investigations, and key HR activities. IDEX is an Equal Opportunity Employer. IDEX gives consideration for employment to qualified applicants without regard to race, color, religion, creed, genetic information, sex, sexual orientation, gender identity or expression, marital status, age, national origin, disability, protected veteran status, or any other consideration or protected category made unlawful by federal, state or local laws. Attention Applicants: If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, please let us know. Likewise, if you are limited in the ability to access or use this online application process and need an alternative method for applying, we will determine an alternate way for you to apply. Please contact our Talent Acquisition Team at lfcareers@idexcorp.com for assistance with an accommodation. These contact tools may be used only by individuals with a disability for accommodation requests. Do not inquire as to the status of an application.
The HR Business Partner supports site and functional leaders by providing strategic and consultative HR support focused on employee relations, performance management, engagement, and talent development. This role partners closely with the HR Manager to support leaders through complex people matters, organizational change, and workforce needs, while driving consistent application of HR practices across assigned sites. The HRBP will report directly to the Site HR Manager. Essential duties and responsibilities include: Partner with site and functional leaders to support people related decision making and leadership effectiveness. Serve as a trusted advisor to leaders on workforce planning, organizational effectiveness, and talent needs. Support organizational design by assessing capability needs, role clarity, and structural alignment with business goals. Act as a change partner during leadership transitions, organizational shifts, and periods of growth. Coach managers and leaders on performance management, feedback, accountability, and employee development. Build leadership and team capability by partnering with leaders and L&D on targeted development initiatives. Coach leaders on fostering an inclusive, values aligned team culture. Partner with leaders to identify talent risks, development needs, and succession considerations. Support engagement efforts, including engagement survey review and leader action planning. Support performance review cycles with a focus on development, fairness, and follow through. Support leaders with performance improvement planning and corrective action decisions. Lead and support complex and sensitive employee relations matters in partnership with the HR Manager. Conduct or support investigations involving leadership or higher risk employee relations situations. Identify people related risks and escalate concerns appropriately. Ensure consistent application of HR policies, practices, and expectations. Analyze HR data and trends to inform leadership decisions and proactive interventions. Gather leader and employee feedback to inform continuous improvement of HR programs, processes, and policies. Support implementation of company HR programs and processes across assigned sites. Support digital enablement efforts, ensuring leaders and employees adopt new HR tools and processes effectively. Partner with HR leadership to evaluate and implement automation solutions that strengthen HR operational capabilities. Partner closely with the HR Manager on HR priorities, initiatives, and execution. Support onboarding and development of HR team members as needed. Education and experience required: Bachelor's degree in Human Resources, Business Administration, or a related field required, or 6 - 8 years combination of education and experience. Minimum of 58 years of progressive experience in Human Resources, including experience in an HR Generalist or HR Business Partner role. Demonstrated experience supporting employee relations, performance management, and manager coaching. Experience supporting leaders in a manufacturing, operations, or multi-site environment preferred. PHR or SPHR Certification preferred. Knowledge, skills, and abilities: Strong working knowledge of employee relations practices, investigations, performance management, and corrective action processes. Ability to coach and influence leaders through complex and sensitive people matters. Strong judgment and discretion when handling confidential and sensitive information. Ability to interpret and apply HR policies, procedures, and employment laws consistently. Strong written and verbal communication skills. Ability to build effective working relationships across all levels of the organization. Ability to manage multiple priorities, meet deadlines, and operate effectively in a fast-paced environment. Ability to analyze HR data and identify trends, risks, and opportunities for action. Proficiency with HR systems and standard business software tools (Workday, KRONOS, and Microsoft Office are preferred). Physical demands: Ability to remain in a stationary position for extended periods of time. Ability to communicate effectively with individuals and groups. Ability to operate a computer and other office productivity equipment. Ability to move about the facility as needed to support employees and leaders. Ability to occasionally lift and carry materials up to 25 pounds. Work environment: Work is performed on site within a manufacturing facility. The role regularly operates in areas where production, equipment, and machinery are present. Must be able to work in environments that require adherence to site safety policies and the use of required personal protective equipment (PPE). Exposure to noise, temperature variations, and industrial conditions may occur consistent with a manufacturing environment. Travel: Travel may be required to support assigned sites, leaders, investigations, and key HR activities. IDEX is an Equal Opportunity Employer. IDEX gives consideration for employment to qualified applicants without regard to race, color, religion, creed, genetic information, sex, sexual orientation, gender identity or expression, marital status, age, national origin, disability, protected veteran status, or any other consideration or protected category made unlawful by federal, state or local laws. Attention Applicants: If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, please let us know. Likewise, if you are limited in the ability to access or use this online application process and need an alternative method for applying, we will determine an alternate way for you to apply. Please contact our Talent Acquisition Team at lfcareers@idexcorp.com for assistance with an accommodation. These contact tools may be used only by individuals with a disability for accommodation requests. Do not inquire as to the status of an application.