HR Business Partner (Bilingual)

STS Technical Services; Milwaukee (WI); On-site; USD 75,000 - 110,000; Full time

Job summary

STS Technical Services in Milwaukee, Wisconsin is seeking an experienced HR Business Partner responsible for employee relations, workplace investigations, and performance management in a fast-paced manufacturing setting.

The role requires 3 to 5 years of direct employee relations experience, with the ability to coach frontline supervisors, support workforce planning, and advise operations leadership on fair HR practices.

Qualifications

• 3–5 years of experience in employee relations, including direct responsibility for cases
• Experience conducting workplace investigations
• Ability to coach frontline supervisors through difficult conversations
• Understanding of how HR policies support fair and consistent workplace practices

Responsibilities

• Manage standard employee relations cases from intake through resolution
• Conduct workplace investigations and provide clear findings and recommendations
• Coach frontline supervisors on performance conversations and documentation
• Support workforce planning and address attendance/engagement trends
• Escalate high‑risk matters to HR Manager with context and recommended next steps

Skills

Employee relations

Investigations

Coaching

Workforce planning

Policy guidance

Communication

Job description

STS Technical Services is hiring an experienced HR Business Partner in Milwaukee, Wisconsin. This position supports employee relations, workplace investigations, performance management, supervisor coaching, and workforce planning within a fast-paced manufacturing environment.

We're looking for an HR professional with 3 to 5 years of experience, including direct responsibility for employee relations cases, who can work independently, exercise sound judgment, and communicate effectively with both operations leadership and hourly employees.

The ideal candidate brings strong employee relations experience, the ability to coach frontline supervisors through difficult conversations, and a practical understanding of how HR policies support a fair and consistent workplace.

Position Summary

The HR Business Partner serves as the primary point of contact for daily employee relations and workforce support at the site level.

Reporting to the HR Manager, this position independently manages standard employee relations cases from intake through resolution, conducts workplace investigations, and provides guidance to supervisors on performance management and employee concerns.

The HR Business Partner also works closely with operations leadership to identify workforce trends, address attendance and engagement issues, and support the consistent application of company HR policies.

This role combines hands-on employee relations responsibilities with proactive leadership coaching, workforce planning support, and HR process improvement.

Key Responsibilities

Employee Relations and Workplace Investigations

• Manage standard employee relations cases from intake through resolution
• Conduct fact-gathering, investigations, case evaluations, recommendations, and final documentation
• Perform workplace investigations in accordance with established company procedures
• Maintain thoroughness, consistency, and confidentiality throughout the investigation process
• Document employee relations findings and recommendations clearly and accurately
• Interpret and apply HR policies consistently and fairly
• Exercise sound judgment when identifying situations that fall outside established policies or precedent
• Escalate complex or high-risk employee relations matters to the HR Manager as required

Supervisor Coaching and Leadership Support

• Coach frontline supervisors through employee performance conversations before formal disciplinary action is initiated
• Help supervisors prepare for difficult conversations, including appropriate language, documentation, and communication strategies
• Guide supervisors in distinguishing between performance issues, conduct concerns, and situational factors
• Recommend appropriate approaches to employee performance and conduct matters
• Partner with operations leaders to address daily workforce concerns
• Support discussions involving attendance patterns, performance issues, and employee engagement
• Build strong working relationships with supervisors and operations leadership
• Serve as a trusted HR resource for employee-related questions and management decisions

Workforce Planning and Employee Engagement

• Provide site-level and functional input into workforce planning activities
• Use knowledge of frontline operations, team dynamics, and staffing requirements to support workforce discussions
• Identify and communicate emerging workforce trends
• Monitor patterns involving employee turnover, attendance, and engagement
• Share relevant workforce observations with HR and operations leadership
• Support proactive approaches to workforce challenges and employee relations concerns

HR Manager Support and Escalation

• Escalate complex, sensitive, or high-risk employee relations matters to the HR Manager promptly
• Provide clear case context, relevant documentation, and recommended next steps when escalating issues