HR Business Partner

National Safety Apparel; Grove City (Mercer County); On-site; USD 85,000 - 110,000; Full time

Job summary

National Safety Apparel is seeking an HR Business Partner to serve as a hands-on, strategic partner to plant and business leaders, aligning people practices with operations and growth goals. This role focuses on employee relations, workforce planning, recruiting, onboarding, and data-driven HR initiatives, with full-time onsite responsibilities at the manufacturing site.

You will collaborate with Safety, Operations, and Corporate HR to ensure compliance with federal and state laws, manage leaves

Qualifications

• Minimum of 5 years of progressive HR experience, including employee relations, recruiting, performance management, compliance, and manager coaching.
• Experience in manufacturing, distribution, or hourly workforce environments preferred.
• Ability to use HR data to identify trends and recommend actions.
• Experience supporting organizational growth and multi-site operations is a plus.

Responsibilities

• Advise plant leaders on people strategies and employee relations, translating business needs into practical actions.
• Partner with headquarters to drive objectives and operational excellence.
• Lead recruitment for hourly and salaried roles with hiring managers and Corporate HR.
• Coach managers on performance, attendance, corrective action, and policy application.
• Use HRIS data to identify turnover, vacancies, engagement, and trends.

Skills

Employee relations

Recruiting

Performance management

HR data analysis

Coaching leaders

Policy implementation

Communication skills

FMLA compliance

Education

Bachelor’s degree

SHRM-CP / SHRM-SCP / PHR / SPHR

Tools

HRIS

Microsoft Office

Job description

HR Business Partner

Reports To: Director of Human Resources

Direct Reports: N/A

FLSA Status: Exempt

Employment Type: Full Time

Position Overview

The HR Business Partner is a hands-on strategic partner to plant and business leaders, helping align people practices with operational priorities, growth plans, employee engagement, and compliance requirements. This role supports assigned manufacturing site(s) by advising leaders, strengthening employee relations, improving workforce planning, supporting talent acquisition and retention, and using HR data to identify trends and recommend practical solutions. This position is fully onsite to provide visible, responsive support to employees and leaders in a manufacturing environment.

Essential Job Functions

• Serve as a trusted HR partner to plant leadership, supervisors, and employees, translating business needs into practical people strategies.
• Serve as a key liaison, working in direct partnership with headquarters to drive company objectives and operational excellence
• Support workforce planning, staffing strategies, retention efforts, and organizational changes for assigned site(s).
• Lead recruiting for hourly and salaried roles in partnership with hiring managers and the Corporate HR team.
• Guide onboarding, orientation, and early employee experience activities to help new team members successfully integrate into the business.
• Coach managers and supervisors on employee relations, performance management, attendance, corrective action, conflict resolution, and consistent policy application.
• Investigate and resolve employee concerns with sound judgment, confidentiality, fairness, and appropriate documentation.
• Facilitate employee communications, listening sessions, engagement activities, recognition programs, and culture-building initiatives that support a respectful, high-performance workplace.
• Partner with leaders on talent reviews, internal promotions, succession planning, skills development, and training needs.
• Use HRIS data and HR metrics, including turnover, attendance, vacancies, engagement feedback, and employee relations trends, to identify opportunities and recommend actions.
• Support leaves of absence management, including FMLA, ADA accommodations, short-term disability, personal leaves, and return-to-work coordination.
• Collaborate with Safety and Operations leaders to support OSHA-related compliance, injury and illness follow-up, workers’ compensation coordination, and safety training initiatives.
• Ensure compliance with federal, state, and local employment laws and company policies, escalating complex matters as appropriate.
• Support HR projects, process improvements, HR technology adoption, and company-wide initiatives that improve the employee and leader experience.

Non-Essential Job Functions

• Other duties as assigned.

Training

Training will include company policies, HRIS and reporting tools, employment law and compliance practices, safety and workers’ compensation processes, employee relations procedures, and site-specific manufacturing operations. Ongoing professional development is expected to maintain current HR knowledge and support business needs.

Qualifications

Education & Certifications

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required. SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.

Experience

Minimum of 5 years of progressive HR experience, including employee relations, recruiting, performance management, compliance, and manager coaching. Prior HR experience in a manufacturing, distribution, operations, or other hourly workforce environment strongly preferred. Experience supporting organizational growth, change management, HR metrics, and multi-site operations is a plus.

Key Competencies

• Strong business acumen with the ability to understand manufacturing operations, labor needs, production priorities, and how HR decisions affect business results.
• Excellent communication, listening, and facilitation skills with the ability to build trust across hourly employees, supervisors, managers, and executives.
• Sound employee relations judgment, discretion, and the ability to address sensitive matters with confidentiality, fairness, and professionalism.
• Ability to coach leaders, influence decisions, and provide practical HR guidance in a fast-paced, hands-on environment.
• Strong knowledge of U.S. and state employment laws and HR compliance practices, including FMLA, ADA, wage and hour requirements, equal employment opportunity, and workplace investigations.
• Comfort using HRIS systems, Microsoft Office, reporting tools, and people data to identify trends and recommend solutions.
• Strong project management, prioritization, follow-through, and problem-solving skills.
• Commitment to safety, continuous improvement, employee engagement, and a respectful workplace culture.

Physical Requirements

Ability to sit, stand, walk, and use a computer for extended periods. Must be able to move throughout office and manufacturing areas, attend meetings on the production floor, and occasionally lift or carry light materials. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Working Conditions

This role works onsite in both office and manufacturing environments. The position may require time on the production floor, where personal protective equipment may be required and exposure to noise, temperature variation, equipment, and standard manufacturing conditions may occur. Schedule flexibility may be needed to support employees and leaders across shifts.

EEO Statement

National Safety Apparel is an equal opportunity employer. We are committed to providing equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, disability, veteran status, genetic information, or any other status protected by applicable federal, state, or local law.

Recruitment Partnership Notice

Staffing Solutions Enterprises is the exclusive recruiting partner for National Safety Apparel and is conducting the search for this position on NSA's behalf. Qualified candidates will be considered for direct employment with National Safety Apparel.