HR Business Partner – Coordinator Level

Empresaconfidencial; Homestead (FL); On-site; USD 70,000 - 90,000; Full time

Job summary

Empresaconfidencial is seeking an HR Business Partner (HRBP) Coordinator to support plant leadership and manufacturing operations in Florida. The role drives employee engagement, productivity, and organizational effectiveness through strategic and hands-on HR programs.

The ideal candidate has 3–5 years of HR experience in manufacturing, strong employee relations and talent development skills, and working knowledge of U.S. and Florida employment practices.

Qualifications

• Bachelor's degree in Human Resources or related field or equivalent experience.
• 3–5 years of progressive HR experience in manufacturing or industrial settings.
• Experience in employee relations, performance management, talent acquisition, and frontline workforce support.
• Knowledge of U.S. employment practices and Florida requirements.
• Strong communication, interpersonal, and conflict-resolution skills.
• Ability to influence managers at different levels and maintain confidentiality.
• Proficiency with HRIS and data-driven HR processes.

Responsibilities

• Partner with plant managers and frontline leaders to align HR initiatives with operations.
• Guide workforce planning, staffing, and productivity improvements.
• Support change management and continuous improvement in manufacturing operations.
• Address employee concerns, coaching managers on performance and relations.
• Coordinate talent acquisition, onboarding, and training needs with Operations and Safety.
• Monitor HR metrics and prepare data-driven reports to improve retention and performance.

Skills

Employee relations

Performance management

Talent acquisition

Workforce planning

Coaching managers

HR policy knowledge

Communication

Analytical skills

Discretion & confidentiality

HR communication

Education

Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or related field

Tools

HRIS

Microsoft Office

Job description

The HR Business Partner (HRBP) Coordinator, supports business leaders and manufacturing operations by implementing human resources strategies that drive employee engagement, workforce productivity, talent development, and organizational effectiveness. This role serves as a strategic and operational partner to plant leadership, ensuring HR practices align with business objectives, employment regulations, and the demands of a fast‑paced food manufacturing environment.

The ideal candidate combines strong employee relations skills with hands‑on experience in manufacturing, production, and frontline workforce management.

Requirements

Education

• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field, or equivalent relevant experience.

Experience

• 3–5 years of progressive Human Resources experience, preferably in a manufacturing, food production, consumer goods, or other industrial environment.
• Demonstrated experience in employee relations, performance management, talent acquisition, and frontline workforce support.
• Experience partnering with production managers and frontline supervisors in a fast‑paced operational setting.
• Working knowledge of U.S. employment practices and applicable federal and Florida employment requirements.
• Strong communication, interpersonal, and conflict‑resolution skills.
• Ability to influence and coach managers at different organizational levels.
• Sound judgment, discretion, confidentiality, and attention to detail.
• Strong organizational, analytical, and problem‑solving capabilities.
• Ability to balance strategic HR priorities with hands‑on operational support.
• Proficiency in Microsoft Office and HRIS platforms.

Preferred Qualifications

• Experience in food manufacturing, food processing, or consumer packaged goods (CPG).
• Knowledge of GMP, HACCP, and food safety practices as they relate to employee training and workforce compliance.

Key Responsibilities

1. HR Business Partnership & Operations

• Partner with plant managers, production supervisors, and department leaders to align HR initiatives with operational and business goals.
• Provide guidance on workforce planning, organizational structure, staffing needs, and employee productivity.
• Support change management initiatives and continuous improvement across manufacturing operations.

2. Employee Relations & Engagement

• Address employee concerns, workplace conflicts, disciplinary actions, and performance issues fairly and consistently.
• Coach managers on employee relations, conflict resolution, performance management, and effective leadership practices.
• Promote a positive workplace culture, employee engagement, retention, and open communication.
• Support investigations and ensure appropriate documentation and follow‑up.

3. Talent Acquisition & Workforce Planning

• Partner with Talent Acquisition to recruit, select, and onboard production operators, technicians, supervisors, and other plant personnel.
• Anticipate staffing requirements based on production schedules, turnover, and business demand.
• Coordinate onboarding, orientation, and integration programs to ensure employees are prepared for their roles.

4. Performance Management & Talent Development

• Coordinate performance reviews, development plans, succession planning, and talent reviews.
• Identify training needs in collaboration with Operations, Quality, and Safety teams.
• Support leadership development and supervisor capability‑building.

5. HR Compliance & Policy Implementation

• Ensure consistent application of company policies, HR procedures, and applicable federal and Florida employment requirements.
• Maintain accurate employee records and confidential HR documentation.
• Support compliance with applicable wage and hour, workplace accommodation, leave, anti‑discrimination, and employment regulations.
• Partner with Safety, Quality, and Operations to support employee training, workplace safety, and applicable food manufacturing requirements.
• Monitor key HR metrics, including turnover, absenteeism, time to fill, retention, headcount, and employee engagement.
• Prepare HR reports and recommend data‑driven actions to improve workforce stability and operational performance.
• Support HR process improvements and the standardization of policies and practices.