Human Resources Business Partner

Loar Group; Aurora (IL); On-site; USD 95,000 - 130,000; Full time

Job summary

Loar Group is seeking an HR Business Partner to lead HR operations in a fast-paced industrial environment. The role covers onboarding, payroll, benefits, employee relations, and compliance, with a focus on high-volume hourly and technical recruiting.

You will partner with plant leadership to drive talent strategies and employee engagement. The ideal candidate has 5+ years as an HR functional lead in manufacturing, strong HRIS skills (SuccessFactors preferred), and a data-driven approach to

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Industrial Relations, or related field.
• 5+ years of experience as an HR functional lead in a manufacturing environment.
• Demonstrated experience in high volume hourly recruiting and technical/engineering recruiting (maintenance, skilled trades, engineering, automation, etc.).
• Strong expertise in HR compliance, including employment law, policy governance, investigations, documentation, and regulatory requirements.
• Hands on experience supporting payroll, benefits administration, and HRIS transactions with high accuracy and attention to detail.
• Experience supporting or partnering with EHS/safety teams in an industrial environment.
• Demonstrated ability to build trusted relationships at all levels, from hourly employees to senior leadership.
• Strong capability to coach and mentor managers on performance, leadership, communication, and change management.

Responsibilities

• Lead HR compliance, policy governance and training for leaders and employees.
• Manage day-to-day HR operations including onboarding, payroll, benefits, and HRIS updates.
• Oversee high-volume hourly and technical/engineering recruiting to support plant staffing.
• Coach managers on performance, conflict resolution, and leadership effectiveness.
• Enhance employee engagement and retention through targeted programs and events.
• Partner with EHS and plant leadership on safety initiatives and investigations.

Skills

HR compliance

Employee relations

HRIS proficiency

Data analytics

High volume recruiting

Payroll & benefits

Onboarding

Leadership coaching

Education

Bachelor's degree in Human Resources

Master's degree (preferred)

Tools

HRIS (SuccessFactors)

Payroll systems

Excel

Job description

The HR Business Partner (HRBP) is a hands on, individual contributor role that serves as the HR functional lead for a fast paced, high growth industrial manufacturing environment. This role manages day to day HR operations, ensures strong HR compliance, and drives strategic talent management initiatives that support employee development and business success. The HRBP must be highly experienced in high volume hourly recruiting, technical/engineering recruiting, onboarding, payroll and benefits support, employee relations and investigations, leave management, safety, and employee engagement. The ideal candidate brings a high touch, highly visible HR presence, a continuous improvement mindset, strong technology/HRIS proficiency and a data driven approach—while demonstrating high integrity, trusted relationship building, and collaborative change leadership.

Key Responsibilities

HR Compliance, Documentation & Policy Governance

• Serve as the subject matter expert on HR compliance, employment law, and internal HR policies.
• Maintain, update, and govern HR policies, ensuring clarity, consistency, and alignment with federal, state, and local regulations.
• Develop and deliver compliance training for leaders and employees (e.g., harassment prevention, safety, policy updates).
• Ensure accurate, complete documentation for investigations, leaves, payroll changes, and personnel actions.

Employee Relations & Investigations

• Act as the primary HR contact for employee relations issues, providing guidance to employees and leaders.
• Conduct thorough, unbiased investigations with clear documentation and consistent corrective actions.
• Coach and mentor managers on performance management, conflict resolution, and effective leadership practices.
• Build trusted relationships at all levels by demonstrating fairness, confidentiality, and high integrity.

Day to Day HR Operations

• Manage daily HR activities including onboarding, offboarding, job changes, HRIS updates, personnel file compliance, and employee inquiries.
• Support payroll processing by ensuring accurate timekeeping, reviewing hours, resolving discrepancies, and partnering with payroll teams for timely, error free pay.
• Support benefits administration, including enrollments, eligibility, employee questions, and issue resolution.
• Prepare and analyze HR metrics (turnover, attendance, staffing, safety trends) to support operational decision making.

Employee Onboarding

• Own the end to end onboarding process for hourly, technical, and salaried employees, ensuring a smooth, compliant, and engaging new hire experience.
• Coordinate pre employment requirements, orientation sessions, safety training, and new hire documentation.
• Partner with supervisors to ensure new employees are properly trained, integrated, and supported during their first 90 days.
• Continuously improve onboarding workflows to reduce early turnover and accelerate new hire productivity.

High Volume Hourly Recruiting & Technical/Engineering Recruiting

• Lead full cycle recruiting for high volume hourly manufacturing roles and technical/engineering positions.
• Source, screen, and select candidates for skilled trades, production, maintenance, engineering, and technical roles.
• Build strong pipelines to support rapid growth, fluctuating production demands, and specialized technical needs.
• Partner with plant leadership to forecast staffing needs and develop proactive workforce plans.

Employee Experience, Engagement & High Touch HR Support

• Maintain a highly visible, approachable HR presence on the production floor.
• Build strong relationships with employees through regular interaction, listening, and proactive support.
• Develop and execute engagement initiatives that strengthen culture, morale, and retention across all shifts.
• Conduct stay interviews, pulse surveys, and focus groups to understand workforce needs and drive action plans.
• Support recognition programs, communication strategies, and events that reinforce a positive employee experience.

Leave Management & Accommodations

• Manage all leave programs (FMLA, ADA, personal leaves, workers’ compensation) with accuracy and compliance.
• Coordinate return to work processes, modified duty, and accommodations in partnership with safety and operations.
• Maintain detailed documentation and ensure timely communication with employees and leaders.

Safety & Workplace Compliance

• Partner with EHS and plant leadership to support safety initiatives, training, and incident reporting.
• Participate in safety investigations and ensure corrective actions are implemented.
• Monitor safety trends and support programs that reduce risk and promote a safe working environment.

Strategic Talent Management & Enterprise Collaboration

• Support talent development initiatives that focus on employee growth, skill building, and leadership readiness.
• Guide leaders through performance management cycles, including coaching, development planning, and corrective action.
• Collaborate closely with the corporate Talent Management and HR Operations team to implement enterprise level programs and strategic initiatives.
• Ensure plant level HR practices align with broader organizational goals, culture, and talent strategies.
• Act as a collaborative change agent, helping leaders and teams navigate growth, transformation, and organizational change.

Continuous Improvement, Technology & Data

• Apply a continuous improvement mindset to streamline HR processes, reduce waste, and enhance employee experience.
• Leverage HRIS systems and technology to improve accuracy, efficiency, and reporting.
• Use data and analytics to identify trends, diagnose issues, and recommend evidence based solutions.
• Support digital transformation initiatives within HR and across the plant.
• Experience with SuccessFactors is a plus.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Industrial Relations, or a related field (Master’s degree a plus).
• 5+ years of experience serving as an HR functional lead in a manufacturing environment (required).
• Prior experience working directly in a manufacturing operations role is a plus (e.g., production, operations support, frontline leadership).
• Demonstrated experience in high volume hourly recruiting and technical/engineering recruiting (maintenance, skilled trades, engineering, automation, etc.).
• Strong expertise in HR compliance, including employment law, policy governance, investigations, documentation, and regulatory requirements.
• Hands on experience supporting payroll, benefits administration, and HRIS transactions with high accuracy and attention to detail.
• Proven ability to manage leave programs (FMLA, ADA, workers’ compensation) and coordinate accommodations and return to work processes.
• Experience supporting or partnering with EHS/safety teams in an industrial environment.
• Demonstrated ability to build trusted relationships at all levels, from hourly employees to senior leadership.
• Strong capability to coach and mentor managers on performance, leadership, communication, and change management.
• High touch, employee focused approach with a passion for engagement, culture, and employee experience.
• Strong continuous improvement mindset with experience streamlining HR processes and improving operational efficiency.
• Highly proficient with HR technology and HRIS systems; SuccessFactors experience is a plus.
• Strong analytical skills with the ability to interpret data, identify trends, and make data driven recommendations.
• Excellent communication, interpersonal, and influencing skills; able to thrive in a fast paced, high growth, constantly evolving environment.
• High integrity, sound judgment, and the ability to handle sensitive information with discretion.