Human Resources Business Partner
Adecco Permanent Recruitment, Fremont, MI, United States
Human Resources Business Partner
Overview
We’re looking for an experienced HRBP to join a site-based HR team and act as a hands-on partner to business leaders and employees. This role focuses on employee engagement, new-hire assimilation, performance management, compliance, and HR metrics — driving people-focused solutions that support operational goals.
Core Responsibilities Translate HR strategy into practical actions that help achieve operational objectives at the site level. Promote positive employee relations and an inclusive environment where employees are motivated to contribute to continuous improvement. Support managers and employees with performance management, coaching, development planning, and progressive performance improvement processes. Lead or assist with employee relations investigations and conflict resolution, ensuring appropriate documentation and follow-up. Ensure HR practices comply with applicable laws and company policy; support routine compliance activities and audits. Conduct regular touchpoints with employees during their first 0–90 days to gather feedback, assess assimilation, and identify early issues. Run orientation effectiveness checks (short interactive sessions or “icebreakers”) to evaluate retention of onboarding topics. Create and maintain a tracking system to capture new-hire support interactions and follow-up actions across departments. Coordinate cross-departmental action items and ensure closure of identified issues or requests. Compile and analyze HR metrics related to new-hire onboarding and site HR activities; present summarized reports and recommendations to site leadership. Perform other HR administrative duties as needed.
Key Competencies Business-minded:
Understands operational priorities and makes HR decisions that support business outcomes. Effective communicator & relationship-builder:
Interacts confidently and confidentially with a range of stakeholders; balances directness and empathy. Talent advocate:
Coaches, develops, and helps retain talent; supports succession and internal mobility efforts. Regulatory and subject-matter knowledge:
Keeps current with HR laws, policies, and market practices; provides expert interpretation and application. Organized and detail-oriented:
Maintains accurate records, follows through on commitments, and coordinates multiple HR processes. Balanced & proactive:
Responsive to immediate needs while remaining future-focused; takes ownership with appropriate boundaries. Adaptable:
Manages varied tasks efficiently and adjusts to changing business demands. High integrity:
Handles sensitive information ethically and impartially. Audience-aware:
Tailors communication and approaches to different individuals and situations. Influential:
Makes practical, people-centered recommendations that ease decision-making for site leaders. Analytical synthesis:
Turns quantitative and qualitative data into clear insights and prioritized actions.
Qualifications Bachelor’s degree in Human Resources or related field At least 4 years of demonstrated HR generalist experience, including employee relations and performance management responsibilities. Previously manufacturing experience preferred
Core Responsibilities Translate HR strategy into practical actions that help achieve operational objectives at the site level. Promote positive employee relations and an inclusive environment where employees are motivated to contribute to continuous improvement. Support managers and employees with performance management, coaching, development planning, and progressive performance improvement processes. Lead or assist with employee relations investigations and conflict resolution, ensuring appropriate documentation and follow-up. Ensure HR practices comply with applicable laws and company policy; support routine compliance activities and audits. Conduct regular touchpoints with employees during their first 0–90 days to gather feedback, assess assimilation, and identify early issues. Run orientation effectiveness checks (short interactive sessions or “icebreakers”) to evaluate retention of onboarding topics. Create and maintain a tracking system to capture new-hire support interactions and follow-up actions across departments. Coordinate cross-departmental action items and ensure closure of identified issues or requests. Compile and analyze HR metrics related to new-hire onboarding and site HR activities; present summarized reports and recommendations to site leadership. Perform other HR administrative duties as needed.
Key Competencies Business-minded:
Understands operational priorities and makes HR decisions that support business outcomes. Effective communicator & relationship-builder:
Interacts confidently and confidentially with a range of stakeholders; balances directness and empathy. Talent advocate:
Coaches, develops, and helps retain talent; supports succession and internal mobility efforts. Regulatory and subject-matter knowledge:
Keeps current with HR laws, policies, and market practices; provides expert interpretation and application. Organized and detail-oriented:
Maintains accurate records, follows through on commitments, and coordinates multiple HR processes. Balanced & proactive:
Responsive to immediate needs while remaining future-focused; takes ownership with appropriate boundaries. Adaptable:
Manages varied tasks efficiently and adjusts to changing business demands. High integrity:
Handles sensitive information ethically and impartially. Audience-aware:
Tailors communication and approaches to different individuals and situations. Influential:
Makes practical, people-centered recommendations that ease decision-making for site leaders. Analytical synthesis:
Turns quantitative and qualitative data into clear insights and prioritized actions.
Qualifications Bachelor’s degree in Human Resources or related field At least 4 years of demonstrated HR generalist experience, including employee relations and performance management responsibilities. Previously manufacturing experience preferred