HR Business Partner – Manufacturing

Right Recruit Pte. Ltd.; Região Norte; Presencial; BRL 120 000 - 180 000; Tempo integral

Resumo da oferta

Right Recruit Pte. Ltd. is seeking an HR Business Partner to partner with plant leadership in a global advanced precision engineering and manufacturing environment serving Medical devices and Automotive sectors.

The role focuses on employee relations, workforce planning, performance management, and talent development across the manufacturing site. You will work to align HR strategies with production demands, safety requirements, and labor relations, supporting shift-based operations and

Qualificações

• Bachelor-level degree in HR, Business Admin, or Industrial Relations.
• 5+ years in HRBP, HR Generalist, or plant HR roles.
• Experience in manufacturing or similar operations.
• Knowledge of employment law and employee-relations practices.
• Experience supporting hourly, shift-based, and salaried populations.

Responsabilidades

• Partner with plant leadership to align people strategies with operations and business goals.
• Advise on employee relations, staffing, performance management, and compliance.
• Forecast workforce requirements and coordinate with recruitment for hourly and technical roles.
• Facilitate performance reviews, talent development, and succession planning.
• Support safety culture and labor relations where applicable.
• Analyze engagement and workforce data to identify risks and improvement opportunities.

Conhecimentos

HR partnership

employee relations

workforce planning

performance management

labor relations

HR data & metrics

safety & compliance

change management

Formação académica

Bachelor's degree in HR/Business/Industrial Relations

Ferramentas

HR information systems

Microsoft Office

Descrição da oferta de emprego

Our client (MNC) is a global advanced precision engineering & manufacturing company for Medical devices and Automotive industries. They are actively looking for HR Business Partner (HRBP).

Summary

• Partner with plant leadership and functional managers to align people strategies with operational and business objectives.

• Responsible for employee relations, workforce planning, performance management, talent development, organizational effectiveness, and compliance across the manufacturing site.

• Combine strong HR expertise with a practical understanding of manufacturing operations, including shift-based workforce, production demands, safety requirements, and labor relations.

Responsibilities

HR Business Partnership

• Serve as a trusted HR advisor to plant leadership, production managers, and functional heads.

• Translate business priorities into practical workforce and people-management plans.

• Provide guidance on organizational structure, staffing, productivity, employee engagement, and change management.

• Use workforce data and HR metrics to identify trends, risks, and opportunities for improvement.

Employee Relations

• Advise managers on employee relations matters, including conduct, attendance, grievances, performance concerns, disciplinary action, and conflict resolution.

• Conduct fair, timely, and confidential workplace investigations.

• Promote consistent application of HR policies, procedures, and employment practices.

• Build positive relationships with employees across production, maintenance, quality, engineering, supply chain, and support functions.

• Support labor relations and collective bargaining activities where the workforce is unionized.

Workforce Planning and Recruitment

• Partner with operations leaders to forecast workforce requirements based on production volumes, shift patterns, overtime, turnover, and business plans.

• Coordinate with recruitment teams to fill hourly, technical, supervisory, and professional roles.

• Support headcount planning, succession planning, internal mobility, and retention initiatives.

• Improve on boarding and integration for new employees, especially plant-floor and shift-based employees.

Performance and Talent Management

• Facilitate goal setting, performance reviews, talent assessments, and succession-planning processes.

• Coach managers on providing feedback, handling under performance, and developing employees.

• Identify capability gaps and work with leaders to implement training and development plans.

• Support the development of frontline supervisors and emerging leaders.

• Promote career development and internal progression within the manufacturing workforce.

Employee Engagement and Culture

• Develop initiatives that improve engagement, retention, communication, and workplace culture.

• Maintain a visible presence on the manufacturing floor and build credibility across all shifts.

• Support employee recognition, well being, inclusion, and communication programs.

• Analyze engagement surveys, exit interviews, absenteeism, and turnover data, then coordinate action plans with management.

Compensation and HR Operations

• Support annual salary reviews, incentive processes, job evaluations, promotions, and compensation benchmarking.

• Partner with payroll and benefits teams to resolve employee concerns accurately and promptly.

• Help maintain accurate employee records and HR information systems.

• Ensure HR processes are administered consistently across departments and shifts.

Compliance, Safety, and Risk Management

• Ensure HR practices comply with applicable employment laws, labor regulations, company policies, and ethical standards.

• Partner with Environmental, Health, and Safety teams to reinforce a strong safety culture.

• Support return-to-work, workplace accommodation, occupational health, and attendance-management processes.

• Maintain accurate and confidential documentation for audits, investigations, and regulatory requirements.

• Identify workforce-related risks and recommend appropriate corrective or preventive actions.

Change and Continuous Improvement

• Support organizational changes, restructuring, technology implementation, and operational improvement programs.

• Apply continuous-improvement principles to simplify and strengthen HR processes.

• Participate in plant leadership meetings and contribute to site-level business planning.

• Lead or support HR projects across the plant or broader organization.

Requirements

• Bachelor's degree in Human Resources, Business Administration, Industrial Relations or a related field.

• Min 5-8 years of progressive HR experience, as HRBP, HR Generalist or plant HR role.

• Experience in a manufacturing or similar operational environment is strongly preferred.

• Working knowledge of applicable employment legislation and employee-relations practices.

• Experience supporting hourly, shift-based, and salaried employee populations.

• Union or labor-relations experience is preferred where relevant.

• Proficiency in HR information systems, Microsoft Office, and workforce reporting tools.

• Able to work independently and as part of a team.

• Can start work immediately or at a short notice.