HR Business Partner

Job Description Summary

The HR Business Partner (HRBP) is the dedicated on-site HR leader for Resonant Clinical Solutions, providing direct support to the site leadership team and employees across all levels. Acting under general supervision and reporting to the VP of Global Talent & HR North America, the HRBP serves as the on-site leader of corporate HR programs and initiatives, ensuring they are implemented consistently, effectively, and in alignment with both site operations and company strategy.

This role is the primary liaison between site leadership and HR, covering employee relations, compliance, workforce planning, recruitment, performance management, and associate development. The HRBP leverages HRIS platforms and AI-enabled tools to provide data-informed guidance that enhances workforce productivity and business results.

How will you make an impact & Requirement

Major Job Duties & Responsibilities

Listed in order of importance.

• General Management & leader partnership — Serve as the primary on-site HR advisor to the site leaders. Provide confidential, business-focused guidance on workforce decisions, organizational matters, and day-to-day people issues. Participate in site leadership meetings, contributing an HR perspective to operational discussions.

• Employee relations & associate support — Provide accessible, visible HR support to all employees and supervisors across departments. Facilitate resolution of associate relations issues through effective communication and collaborative problem-solving. Manage the full ER spectrum from early coaching and conflict resolution to formal investigations and corrective actions, ensuring fair and consistent treatment at all levels.

• Compliance & labor relations — Ensure site HR practices, documentation, and programs comply with applicable federal, state, and local employment law including FLSA, ADA, FMLA, NLRA, and OSHA. Support grievance processes where applicable. Partner with legal counsel on complex matters and maintain a positive associate-management climate.

• KPI & workforce analytics — Track and report on site HR KPIs including turnover, absenteeism, time-to-fill, and engagement. Maintain dashboards and scorecards that provide General Management with clear, actionable workforce insights. Use data to monitor program effectiveness and surface trends that inform people decisions.

• Workforce planning & TA partnership — Partner with Talent Acquisition to ensure open roles are filled in alignment with site staffing needs and production schedules. Provide site context on role requirements, team dynamics, and workforce trends to support sourcing and selection. Monitor headcount against plan and flag risks to the GM and HR leadership proactively.

• Performance management — Support site leaders and supervisors in executing the company's performance management process consistently and on time. Coach managers on feedback, documentation, and corrective action. Facilitate calibration sessions and ensure performance outcomes are applied equitably across the workforce.

• HR strategy & policy implementation — Implement and execute company-wide HR strategies and policies at the site level, serving as the on-site resource for understanding and applying Resonant's HR programs. Monitor program effectiveness through defined metrics and partner with functional teams to ensure consistent application.

• Succession planning & talent development — Support implementation of the company's established succession planning process at the site level. Partner with leaders to identify development opportunities for high-potential associates and ensure participation in Resonant's talent review cycles. Facilitate career conversations and connect associates with available training and growth resources.

• Training & development — Coordinate and deliver site-level training initiatives aligned to corporate programs and business needs. Coach supervisors on people management skills through modeling,

instruction, and feedback. Leverage available digital and AI-enabled learning tools to support effective training delivery.

• Organizational change & HR projects — Serve as the on-site HR point of contact for corporate-led organizational change initiatives and HR projects. Support rollout of change programs, communicate updates to site leadership and employees, and provide local context to corporate teams. Participate in company-wide HR project teams as assigned.

• AI & HRIS platform utilization — Leverage AI-enabled HR tools and HRIS platforms to streamline recruiting, onboarding, compliance tracking, and workforce reporting. Identify opportunities to reduce manual processes and improve service delivery at the site level.

• Performs other duties as assigned.

Qualifications

Education, Training, Experience & Certifications

• Bachelor's degree required or equivalent work experience.

• Minimum 7-10 years of progressive HR experience, including demonstrated experience in an on-site HRBP or senior generalist role.

• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.

• Experience with HRIS platforms (e.g., Workday, SAP SuccessFactors, ADP) and people analytics tools (e.g., Visier, Power BI).

• Background supporting Operations, Supply Chain, Manufacturing, Distribution, or similar production environments preferred.

Knowledge, Skills & Abilities

1. GM & Leader Partnership: Business acumen · On-site advisory · Org development · Succession support · Relationship building

2. Employee & Associate Relations: Conflict resolution · Investigations · Corrective action · Fair treatment · Frontline accessibility

3. Compliance & Labor Relations: FLSA · ADA · FMLA · NLRA · OSHA · CBA administration · Employment law

4. KPI & People Analytics: Workforce dashboards · Turnover analysis · Engagement metrics · HR scorecards · Data storytelling

5. Performance Management: Feedback coaching · Calibration facilitation · Documentation · Equitable execution · Development planning

6. Workforce Planning & TA : Headcount monitoring · TA partnership · Staffing alignment · Retention programs · Onboarding

7. AI & HR Technology: AI-assisted tools · Predictive analytics · HRIS optimization · Automated workflows · GenAI literacy

8. Communication & Influence: Oral & written excellence · Stakeholder engagement · Coaching · Cross-functional collaboration

9. Analytical Problem-Solving: Root cause analysis · Process improvement · Data-driven recommendations · Independent execution

We are an equal opportunity employer.