Human Resource Business Partner

Skyeton, Inc; Fayetteville (NC); On-site; USD 70,000 - 110,000; Full time

Benefits offered by this job

401(k) match

Medical insurance

Dental and vision insurance

Career growth opportunities

Job summary

Skyeton, Inc. in Fayetteville, NC seeks an HR Business Partner to provide practical HR guidance across the employment lifecycle and support a fast-growing aerospace environment.

You will partner with leaders on workforce planning, recruiting, onboarding, performance management, and policy administration, while safeguarding confidential information and ensuring compliance with employment laws. This on-site role emphasizes collaboration with production teams and HR colleagues.

Qualifications

• 5+ years of progressive HR experience
• Experience in employee relations and manager support
• Knowledge of federal and state employment laws (EEO, FLSA, FMLA, ADA)
• Experience with HRIS, ATS, and timekeeping
• Ability to coach leaders and conduct investigations

Responsibilities

• Serve as primary HR partner for assigned departments
• Partner with leaders on workforce planning and recruitment
• Coach managers on employee relations and performance
• Coordinate onboarding and new-hire requirements
• Support performance management and development plans
• Assist with organizational design and succession planning
• Ensure HR policies are applied consistently
• Maintain accurate HR data and records

Skills

Employee relations

Coaching managers

Policy interpretation

Confidentiality

Communication

Organizational skills

Problem solving

Data-driven HR

Education

Bachelor's degree in HR or related field

Tools

HRIS

Applicant tracking

Timekeeping system

MS Office

Job description

The Human Resources Business Partner supports Skyeton’s Fayetteville manufacturing organization by providing practical, responsive HR guidance to leaders and employees. This position partners with assigned functions on workforce planning, talent acquisition, onboarding, employee relations, performance management, development, engagement, policy administration, and day-to-day HR operations.

The HR Business Partner combines strong employee advocacy with sound business judgment and consistent application of company policy and employment law. Success requires trusted relationships, timely follow-through, accurate records, confidential handling of sensitive information, and the ability to help leaders solve people challenges in a fast-growing aerospace and defense environment.

What you'll do

• Serve as the primary HR partner for assigned departments and provide consistent, practical guidance to leaders and employees throughout the employment lifecycle
• Develop a strong understanding of business objectives, staffing plans, organizational structure, production priorities, and workforce risks to provide proactive HR support
• Coach managers on employee relations, performance expectations, communication, attendance, conduct, conflict resolution, documentation, and corrective action
• Receive and respond to employee questions and concerns promptly, maintain appropriate confidentiality, and escalat material issues to the Director of Human Resources
• Conduct or support fair, timely, and well-documented workplace investigations and recommend appropriate next steps based on facts, policy, consistency, and risk
• Partner with leaders to establish role requirements, workforce plans, recruiting priorities, interview processes, selection criteria, and competitive offers
• Manage or support full-cycle recruiting activities, including job descriptions, requisitions, sourcing, applicant review, interview coordination, candidate communications, offers, and pre‑employment requirements
• Coordinate onboarding and orientation activities and ensure new hires receive required paperwork, systems access, policies, benefits information, training assignments, and role expectations
• Support performance-management processes, including goal setting, feedback, development plans, performance improvement plans, annual reviews, calibration, and recognition
• Assist leaders with organizational design, job leveling, succession planning, internal movement, retention strategies, and development of high‑potential employees
• Identify skill and capability gaps and partner with Learning and Development, EHS, Quality, and functional leaders to coordinate required training and development
• Support employee engagement, culture, recognition, communication, and change‑management initiatives that strengthen accountability and mission execution
• Administer and interpret HR policies and practices consistently while recognizing when an exception, accommodation, or legal review may be required
• Maintain accurate employee data, personnel records, case notes, acknowledgments, training records, and required documentation in approved HR systems and files
• Complete HRIS transactions and support audits of employee data, timekeeping, payroll inputs, benefits eligibility, job changes, reporting relationships, and employment status
• Coordinate leave and accommodation processes, including FMLA, ADA, military leave, workers’ compensation coordination, and other applicable federal and state requirements
• Support offboarding activities, including resignations, terminations, exit interviews, final documentation, access notifications, and return of company property
• Monitor HR metrics and workforce trends such as headcount, turnover, attendance, vacancies, time to fill, employee relations activity, and training completion; identify actions when trends require attention
• Support compliance with employment laws and federal‑contractor requirements, including EEO, affirmative action, pay transparency, E‑Verify, I‑9, record retention, and required postings
• Partner with Security and authorized leaders on U.S.-person, ITAR/EAR, customer‑clearance, confidentiality, and controlled‑information requirements without making unauthorized export‑control determinations
• Prepare HR communications, reports, presentations, workforce data, investigation summaries, corrective‑action documents, and other confidential materials
• Assist with benefits, payroll, HRIS, workers’ compensation, safety, and employee‑service matters by coordinating with the responsible internal or external resource
• Support HR projects, policy development, audits, facility growth, additional locations, and continuous improvement of scalable people processes
• Perform other duties as assigned

Qualifications

Bachelor’s degree in human resources, business administration, organizational leadership, or a related field; equivalent relevant experience may be considered

• 5+ years of progressive human resources experience, including direct responsibility for employee relations and support to managers
• Broad working knowledge of talent acquisition, onboarding, performance management, investigations, policy administration, leave management, compliance, and HR operations
• Demonstrated ability to coach leaders, address sensitive employee issues, and make balanced recommendations based on facts, policy, consistency, and business needs
• Experience conducting or supporting workplace investigations and preparing clear, objective documentation
• Working knowledge of federal and state employment laws, including EEO, FLSA, FMLA, ADA, USERRA, Title VII, ADEA, and applicable wage-and-hour requirements
• Experience using an HRIS, applicant‑tracking system, timekeeping platform, and Microsoft Office applications
• Strong written and verbal communication skills with the ability to work effectively with production employees, technical professionals, managers, and executives
• High level of integrity, sound judgment, discretion, and ability to protect confidential employee and business information
• Strong organization, attention to detail, prioritization, and follow-through in a fast‑paced environment with changing needs
• Ability to work on‑site, maintain a visible presence with employees and leaders, and occasionally adjust work hours to support operational needs
• Must qualify as a U.S. Person under applicable ITAR/EAR regulations

Preferred Qualifications

• SHRM-CP, SHRM-SCP, PHR, SPHR, or comparable HR certification
• HR experience in aerospace, defense, aviation, manufacturing, engineering, logistics, or another regulated environment
• Experience supporting a startup, greenfield facility, rapid‑growth organization, multi‑site workforce, or organizational scale‑up
• Experience supporting hourly manufacturing employees and exempt technical or professional teams
• Experience with Rippling or a comparable integrated HRIS, payroll, timekeeping, benefits, and applicant‑tracking platform
• Familiarity with federal‑contractor requirements, affirmative action, OFCCP, E-Verify, ITAR/EAR, CUI, security clearances, or defense‑industry compliance
• Experience with compensation analysis, job architecture, workforce analytics, engagement programs, training coordination, or succession planning
• Experience supporting benefits administration, payroll coordination, workers’ compensation, safety programs, or employee leave processes
• Business partnership and practical HR judgment
• Employee relations, investigation, and conflict‑resolution skills
• Leader coaching and ability to influence without direct authority
• Clear, candid, and respectful communication
• Confidentiality, integrity, and consistent policy application
• Organization, accuracy, and dependable follow‑through
• Data‑driven problem‑solving and attention to workforce trends
• Adaptability, initiative, and comfort working through ambiguity
• Employee‑service mindset balanced with business and compliance needs
• Commitment to a safe, accountable, inclusive, and mission‑focused workplace
• 401(k) plan with company match
• Medical insurance: company‑paid employee coverage
• Dental and vision insurance
• Competitive compensation commensurate with experience
• Career growth opportunities within a rapidly expanding aerospace organization
• Opportunity to help shape the employee experience and culture of a growing U.S. manufacturing operation
• Full‑time, on‑site role located in Fayetteville, North Carolina
• Work is performed primarily in an office environment within an active manufacturing facility, with regular presence on the production floor
• Frequent interaction with employees, candidates, managers, executives, vendors, and external HR or benefits partners
• Regular handling of confidential employee, medical, compensation, investigation, and business information
• May require occasional extended hours, schedule flexibility, or travel to support other shifts, employee matters, recruiting events, training, audits, or additional locations
• Ability to sit, stand, walk, use standard office equipment, and move throughout office and manufacturing areas, with or without reasonable accommodation
• Must follow all facility safety, security, confidentiality, cybersecurity, and export‑control requirements

Equal Opportunity Statement

Skyeton is an Equal Opportunity Employer. We are committed to creating an inclusive environment for all employees and applicants. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status, or any other legally protected characteristic.

This position is subject to U.S. export‑control regulations (ITAR/EAR). Applicants must be U.S. persons as defined by applicable law. A pre‑employment background check, drug screen, and reference verification are required. Candidates must be able to obtain and maintain any clearances required by Skyeton customers and contracts.

About Skyeton, Inc

Skyeton is an aerospace and defense technology company focused on the design, production, and support of advanced unmanned aerial systems. At our growing Fayetteville, North Carolina operation, employees help establish and scale U.S.-based manufacturing capabilities that support demanding customer missions.

Company Culture

Skyeton combines the energy of a growing organization with the discipline required in aerospace manufacturing. We value teamwork, accountability, practical problem‑solving, precise execution, and a willingness to improve. Our people make a difference, and every employee contributes directly to product quality, operational readiness, and customer success.