HR Business Partner - Manufacturing Operations

Sol-Ark, LLC; Allen (TX); On-site; USD 90,000 - 120,000; Full time

Benefits offered by this job

Medical insurance

Dental insurance

Vision insurance

Accidental coverage

FSA

HSA

Paid Time Off

401(k)

Job summary

Sol-Ark Inc. is seeking an onsite HR Business Partner to support manufacturing and operations leaders at Building 915 in Allen, TX.

You will shift HR support from reactive to proactive workforce management, applying judgment, data analysis, and coaching to improve management decisions and employee experience. In a startup-like, high-growth environment, you will build clear practices, embed repeatable processes, and partner with Operations to reduce friction, strengthen governance, and drive

Qualifications

• Minimum five years of progressive HR generalist or HR business partner experience in manufacturing or operations-focused environments.
• Experience handling complex employee relations, investigations, performance management, coaching, and policy interpretation with discretion.
• Proven ability to develop or improve HR procedures and workforce processes with measurable operational impact.
• Strong commercial and operational judgment, analytical thinking, and data-driven recommendations.
• Advanced skills in Microsoft 365 (Excel, PowerPoint, Word, Outlook, Teams) for reliable analysis and executive-ready reports.

Responsibilities

• Build trusted relationships with employees and frontline supervisors and drive timely case closure.
• Lead employee-relations work, including investigations, conflict resolution, corrective-action consultations, and sensitive conversations.
• Advise supervisors on attendance, performance standards, coaching, documentation, and policy application.
• Identify patterns in complaints and turnover; partner with operations to implement preventive actions.
• Translate workforce data into practical recommendations and present findings to management.

Skills

Employee relations

Investigations

Performance management

Coaching

Policy interpretation

Employment compliance

Data analysis

Education

Bachelor's degree in Human Resources or related discipline

Tools

HRIS

Payroll systems

Excel

Job description

Location:

This position will be onsite at our warehouse in Allen, Texas (Dallas-Fort Worth area).

Full-time W-2 ONSITE opportunity (not remote)!

Work Eligibility:

• Candidates must be legally authorized to work in the United States without requiring employer-sponsored visa sponsorship now or in the future.
• Candidates must have permanent work authorization in the United States. Sol-Ark does not provide visa sponsorship, including but not limited to F-1 CPT, F-1 OPT (including STEM OPT), H-1B, or any other employment-based visa requiring future sponsorship.

About the Position:

We are seeking a business partner to serve as the primary onsite HR business partner to manufacturing and operations leaders and employees at Building 915. Strengthen the transition from reactive, transaction-focused HR support to proactive, business-oriented workforce management. Apply sound employee-relations judgment, operational insight, data analysis, supervisor coaching, and practical change management to improve management decisions and employee experience. In a growing, startup-like operating environment, this is a build-and-improve role: assess gaps, establish clear practices, implement changes, and embed repeatable processes rather than maintain the status quo.

Responsibilities:

Employee relations, performance management,and employee support

• Build accessible, trusted relationships withemployees and frontline supervisors; surface concerns early, respond promptly,and follow cases and action plans through documented closure.
• Lead substantive employee-relations work,including fact-finding, investigations, conflict resolution, corrective-actionconsultation, and sensitive conversations; act objectively, maintainconfidentiality, and elevate appropriately.
• Advise supervisors on attendance, performancestandards, coaching, documentation, corrective action, and consistent application of employment policies while preserving line-management accountability.
• Identify patterns in complaints, employee-feedback, engagement check-ins, turnover, and repeat performance issues; investigate root causes and partner with operations leaders on practical preventive actions.

Operations partnership and supervisoryeffectiveness

• Partner with manufacturing leaders across atwo-shift operation to understand production and staffing demands, workforcetrends, leadership capability, engagement, and retention risks.
• Translate operating objectives and work forcedata into practical recommendations; influence decisions and constructively challenge inconsistent or ineffective management practices, without taking ownership away from line leaders.
• Coach and mentor newer supervisors in performance conversations, expectations, feedback, conflict management, motivation, and employee communications; identify skillgaps and coordinate structured development with the Training & Development Specialist.

HRprocess improvement, governance, compliance, and change

• Assess HR and workforce-management workflows; identify manual rework, gaps, and recurring exceptions; document clear standard operating procedures, accountabilities, decision criteria, and controls that supervisors actually use.
• Work with HR Operations and other functions to reduce fragmented system handoffs, duplicative administration, inconsistent records, and unnecessary labor-intensive steps, while improving data qualityand process reliability.
• Support consistent compliance with employmentlaws, policies, documentation, investigations, and recordkeeping; identifyemerging risks and partner with HR leadership or counsel on complex matters.

Workforce development, communications, andanalytics

• Identify onboarding, workforce training, performance review, and succession-readiness gaps; partner with Training & Development to develop frontline programs and assess application on the production floor.
• Analyze workforce metrics in Excel and HR systems - including turnover, absenteeism, case aging, repeat issues, supervisor follow-through, and process cycle times - to identify root causesand recommend measurable improvements.
• Prepare concise PowerPoint presentations,dashboards, reports, and supervisor-facing materials that explain evidence, operational impacts, recommendations, and progress to management audiences.

Scaling and startup-style operating environment

• Operate effectively in an entrepreneurial,high-growth manufacturing business where priorities change quickly, systems maynot yet be integrated, and documentation or management routines maybeincomplete. Balance urgent daily needs with the disciplined construction ofscalable practices.
• Work independently and cross-functionallywith limited administrative support; prioritize by business impact, takeownership of implementation, and follow improvements through to sustainedadoption.

Required Qualifications:

• Minimum five years of progressive HRgeneralist or HR business partner experience in manufacturing, industrialoperations, distribution, or another operations-intensive environment with a shift-based workforce.
• Demonstrated success handling complexemployee relations, investigations, performance management, managementcoaching, policy interpretation, and employment-compliance matters withdiscretion and consistent judgment.
• Proven examples of personally developing or improving HR procedures or workforce processes, implementing them withmanagers, and producing observable operational improvements rather thanmaintaining existing practices alone.
• Strong commercial and operational judgment,analytical thinking, presentation ability, and experience influencingsupervisors and leaders through data, sound reasoning, and practicalrecommendations.
• Advanced working proficiency in Microsoft365, particularly Excel, PowerPoint, Word, Outlook, and Teams; ability toindependently produce reliable analysis, presentations, and executive-readydocumentation.
• High emotional intelligence, composure,discretion, credibility, and the ability to influence without formal authority; comfortable navigating ambiguity, conflicting priorities, difficultpersonalities, and resistance to change.
• Ability to work primarily onsite, with schedule flexibility to provide occasional early-morning or late-evening coverage aligned with operating shifts.

Preferred Experience:

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related discipline.
• Track record supporting supervisor development, employee engagement, retention, workforce training, organizational effectiveness, and practical business-partnering initiatives.
• Experience with HRIS, payroll, PEO-connected processes, process mapping, change management, and workforce reporting; PHR or SHRM-CP certification is a plus.
• Demonstrated potential to grow beyond a traditional HR generalist role into broader business partnership, organizational development, and talent-management responsibility.
• Experience supporting a startup-like, entrepreneurial, rapidly scaling, or actively transforming manufacturing operation where HR and management systems were being established or professionalized.

Benefits:

We offer a competitive salary and performance-based bonus program, medical, dental, vision, accidental, FSA, HSA, Paid Time Off (PTO), and 401(k).

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