Human Resource Business Partner

Venteon; Lebanon (TN); On-site; USD 90,000 - 120,000; Full time

Job summary

Harvard Resource Solution/Venteon is seeking a Human Resources Business Partner for our automotive client in Lebanon, TN on a direct hire basis. In office The HRBP serves as the primary HR leader for assigned sites, providing strategic partnership and full‑spectrum HR support, balancing leadership influence with hands‑on activity for day‑to‑day HR operations and business outcomes.

Responsibilities include strategic partnership, employee relations investigations, talent planning, HR operations,

Qualifications

• Bachelor's degree in HR, Business or related field.
• Prefer SHRM-SCP/SPHR certification.
• 5+ years of progressive HR experience, manufacturing or multi-site preferred.

Responsibilities

• Strategic HR partnership and business leadership for site leadership.
• Lead employee relations investigations and provide guidance to leaders.
• Partner with hiring managers on recruitment, onboarding, and talent development.
• Oversee end-to-end HR delivery including onboarding, documentation, and policy adherence.
• Champion culture, engagement and change initiatives to improve organizational effectiveness.

Skills

Strategic HR

Employee relations

Workforce planning

HR analytics

Change management

Confidentiality

Leadership coaching

Education

Bachelor's degree in HR/Business

SHRM-SCP or SPHR

Tools

HRIS (UKG)

Job description

Harvard Resource Solution/Venteon is seeking a Human Resources Business Partner for our automotive client in Lebanon, TN on a direct hire basis.

In office

Job Summary

The Human Resources Business Partner (HRBP) serves as the primary HR leader for assigned sites, providing both strategic HR partnership and full-spectrum HR support. Operating within a four-pillar HR model, the HRBP serves as both a Strategic Advisor and Operational HR Leader, balancing leadership influence with hands‑on responsibility for day‑to‑day HR activities and business‑aligned outcomes.

Key Responsibilities

• 1. Strategic HR Partnership & Business Leadership Act as a trusted HR advisor and business partner to site leadership. Translate business strategies into workforce plans and HR initiatives. Analyze HR data and workforce trends to identify opportunities and drive solutions. Improve manager effectiveness and strengthen leadership capabilities. Align HR strategies with organizational goals and operational priorities.
• 2. Employee Relations & Workforce Risk Management Lead employee relations investigations and recommend appropriate actions. Provide risk‑based guidance and coaching to leaders and managers. Ensure compliance with company policies and applicable employment laws and regulations. Partner with leadership and HR teams on complex employee and labor matters. Address workplace concerns proactively while maintaining confidentiality and professionalism.
• 3. Talent & Workforce Planning Partner with hiring managers and HR teams on recruitment, selection, and onboarding activities. Support succession planning and employee development initiatives. Identify workforce skill gaps and develop solutions to address current and future business needs. Partner with leadership on performance management and talent development. Support initiatives led by Centers of Excellence (COEs) and ensure effective implementation at the site level.
• 4. HR Operations & Administrative Execution Own end‑to‑end HR delivery and execution at the assigned site. Oversee onboarding, offboarding, employee documentation, and other core HR processes. Partner with HR Shared Services while maintaining accountability for site‑level HR outcomes. Ensure accurate HR system transactions, records, and documentation. Maintain compliance with company policies, procedures, and applicable employment regulations. Provide hands‑on HR support to employees and leaders as needed.
• 5. Culture, Engagement & Change Leadership Champion a positive, high‑performance workplace culture. Lead and support employee engagement initiatives. Partner with leaders and employees to strengthen communication, collaboration, and organizational effectiveness. Support change management initiatives and facilitate effective organizational transitions. Identify opportunities for continuous improvement in HR processes, programs, and employee experience.

Qualifications

Education

• Minimum Required Bachelor s degree in human resources, Business, or a related field.
• Preferred Professional HR certification, such as SHRM-SCP or SPHR.

Experience

• Minimum Required 5+ years of progressive HR experience, preferably in manufacturing or multi‑site environments.
• Experience providing both strategic and operational HR support.
• Working knowledge of U.S. and Canadian employment laws and regulations.
• Experience managing employee relations and workplace issues.
• Preferred Union or labor relations experience.
• Experience working with Human Resources Information Systems (HRIS), including UKG.
• Experience supporting multi‑site or manufacturing operations.

Job‑Specific Skills

• Minimum Required Thorough knowledge of employment‑related laws, regulations, policies, and best practices.
• Excellent verbal and written communication skills.
• Strong organizational skills and attention to detail.
• Strong analytical, critical‑thinking, and problem‑solving abilities.
• Ability to effectively manage multiple priorities in a fast‑paced environment.
• Ability to exercise sound judgment and maintain confidentiality when handling sensitive employee matters.
• Preferred Strong interpersonal and relationship‑building skills.
• Demonstrated conflict‑resolution abilities.
• High emotional intelligence.
• Ability to influence and coach leaders at all levels of the organization.
• Strong change‑management and organizational development skills.