HR Business Partner II

Panasonic Avionics Corporation; Sparks (NV); On-site; USD 70,000 - 110,000; Full time

Job summary

Panasonic Avionics Corporation seeks an HR Business Partner II to deliver full-spectrum HR support to frontline supervisors across assigned departments in Sparks, NV. The role emphasizes employee relations, performance guidance, attendance, and HR policy compliance, with regular floor presence and data-driven insights to identify trends and improvements.

You will coach supervisors, conduct ER investigations, participate in engagement activities, and partner with EHS on daily walks.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• Related fields may include Psychology, Sociology, Communications, Finance, Economics.

Responsibilities

• Deliver full-spectrum HR support to supervisors, managing day-to-day HR operations.
• Advise supervisors on performance, attendance, conduct and HR processes.
• Conduct ER investigations for moderate-complexity cases.

Skills

HR data analysis

Employee relations

Coaching supervisors

Policy guidance

Education

Bachelor’s degree in Human Resources or related field

Job description

Overview

Do you want to join a team that's changing the world? Do you have a strong background as an HR Business Partner II? Then we're looking for you! Put your skills to meaningful use, gain unique experience, and work with world-class team members with diverse backgrounds and expertise who share the same vision. Join the PECNA team today!

Responsibilities

HR Business Partner II

https://www.youtube.com/watch?v=0tMgKm_71qs

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Meet the Recruiter: Jenny Willhoit

Shift:

M-F, 8 Hours, Swing Shift; schedule may vary based on business needs

What You'll Get To Do:

The HRBP 2 independently delivers full-spectrum HR support to supervisors, managing day-to-day HR operations, providing practical guidance, and supporting employee relations. This role leverages workforce data to identify trends and recommend improvements while ensuring consistent HR execution across assigned departments.

• Supports ~350–500 employees & supervisors.
• Primary HR partner to frontline supervisors.
• Operates independently on routine matters; escalates high-risk issues.
• Advises supervisors on performance, attendance, conduct, and HR processes.
• Conducts regular floor presence to identify opportunities and risks.

Essential Duties:

HR Partnership & Advisory

• Coach supervisors on performance conversations, discipline, and recognition.
• Review frontline disciplinary actions before issuance.
• Provide supervisors with practical HR guidance on day-to-day issues.
• Support employee accommodations and LOA processes.

Employee Relations

• Conduct ER investigations for moderate-complexity cases.
• Analyze attendance, turnover, and incident trends.
• Recommend practical departmental-level solutions.

Engagement & Culture

• Facilitate roundtables, stand-ups, and engagement activities.
• Ensure accurate action item tracking and follow-through.
• Lead monthly business reviews with Supervisors and APMs to present departmental HR data, including trends in attendance, turnover, performance, training status, and employee relations activity.
• Partner with Supervisors and APMs to identify root causes, action items, and follow‑up plans based on monthly data insights.
• Provide scheduled coverage for the HR Connect Desk, serving as a first point of contact for employee and manager inquiries related to HR policies, benefits, payroll, timekeeping, leave administration, onboarding, and general HR processes; triage requests, resolve issues at point of contact where possible, and accelerate complex matters as appropriate.

HR Operations & Compliance

• Ensure compliance with HR policies and employment laws.
• Maintain training records, corrective actions, and personnel files.
• Partner with EHS and supervisors on daily/weekly Gemba walks.

Personal Protective Equipment (PPE) Requirements:

• To ensure the health and safety in the workplace and for the protection of our employees, wearing PPE is a possibility and may include equipment such as a full Tyvek suit, safety shoes, gloves, safety glasses, face mask, bump cap, and a full hazmat suit that includes a respirator.

The foregoing description is not intended and should not be construed to be an exhaustive list of all responsibilities, skills and efforts or work conditions associated with the job. It is intended to be an accurate reflection of the general nature and level of the job.

Qualifications

Requirements - Required and/or Preferred

Required Education, Certifications, and Licenses:

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• Related fields may include Psychology, Sociology, Communications, Finance, Economics,