Human Resources Business Partner

Tunceli Projects; Santa Clarita (CA); On-site; USD 98,000 - 115,000; Full time

Benefits offered by this job

Medical (HMO), dental and vision

401k plan, employer contributions

Vacation and sick pay

Holiday Pay

Life Insurance

Job summary

VPET USA is seeking a Human Resources Business Partner to bridge business objectives with workforce needs on the production floor and across shifts. You will partner with operations leaders to build a high-performing, engaged manufacturing team while ensuring safety, compliance, and program execution.

The role requires 3–5 years of HR experience with a manufacturing background, a strong focus on talent planning, employee relations, and performance management.

Qualifications

• Minimum of 3–5 years of progressive HR experience, with at least 1 full year in an HR Business Partner or HR Generalist role
• Direct experience supporting a manufacturing, industrial, or plant environment preferred
• Proven track record partnering with operations leadership in a multi-shift setting

Responsibilities

• Partner with plant leadership and department managers to align HR initiatives with production goals, business priorities, and operational realities
• Act as a coach and sounding board for site leaders on organizational design, team structure, and people decisions
• Bring data-driven insights to leadership discussions that connect workforce trends to business outcomes
• Collaborate with operations to forecast staffing needs across shifts, seasons, and production cycles
• Build and maintain talent pipelines for machine operators, technicians, and front-line supervisors
• Identify skills gaps and develop plans to address current and future workforce demands
• Support full-cycle recruitment for hourly and salaried roles, working closely with hiring managers and recruiting partners
• Strengthen local employer branding to compete effectively in regional labor markets
• Track and improve key hiring metrics, including time-to-fill and cost-per-hire
• Serve as the first point of contact for employee concerns, conflicts, and workplace investigations
• Coach managers and supervisors on fair, consistent, and respectful handling of performance and disciplinary matters
• Foster a positive workplace culture and help resolve issues before they elevate
• Guide managers through performance review cycles, goal setting, and constructive feedback
• Help identify high performers, support development plans, and address performance gaps
• Promote a culture of accountability, recognition, and continuous improvement
• Ensure site practices comply with federal, state, and local labor laws, OSHA and safety regulations
• Maintain accurate records and support internal audits and regulatory reporting
• Partner with safety teams to reinforce a strong culture of workplace safety
• Own the employee experience from onboarding through offboarding at your site
• Deliver a consistent, engaging onboarding process, including 30-60-90 day check-ins
• Conduct exit interviews, analyze turnover drivers, and recommend retention strategies

Skills

Manufacturing acumen

Labor law knowledge

Data analysis

Conflict resolution

HRIS proficiency

Communication

Business partnership

Adaptability

Education

Bachelor’s degree in HR/Business

Master’s Degree preferred

Tools

HRIS software

Job description

Job description: Human Resources Business Partner (HRBP)

Job Title: Human Resources Business Partner (HRBP)

Salary Status: $98k - $115k DOE

FLSA: Exempt

Employment Status: Full-Time

Location: Valencia, CA

Reports to: HR Manager

Position Overview: VPET USA is a strategic, hands-on Human Resources Business Partner to serve as a trusted advisor to plant leadership and a driving force behind our people strategy. In this role, you will bridge the gap between business objectives and workforce needs, partnering directly with operations leaders to build a high-performing, engaged, and compliant manufacturing environment.

This is not a back-office role. You will spend time on the production floor, understand the rhythms of our plastics manufacturing processes, and translate operational goals into practical people solutions. If you thrive in a fast-paced setting, enjoy solving real problems, and want your work to have a direct impact on both employees and the bottom line, we want to hear from you.

Key Responsibilities

Strategic Partnership

• Partner with plant leadership and department managers to align HR initiatives with production goals, business priorities, and operational realities
• Act as a coach and sounding board for site leaders on organizational design, team structure, and people decisions
• Bring data-driven insights to leadership discussions that connect workforce trends to business outcomes

Workforce Planning

• Collaborate with operations to forecast staffing needs across shifts, seasons, and production cycles
• Build and maintain talent pipelines for critical roles such as machine operators, technicians, and front-line supervisors
• Identify skills gaps and develop plans to address current and future workforce demands

Talent Acquisition

• Support full-cycle recruitment for hourly and salaried roles, working closely with hiring managers and recruiting partners
• Strengthen local employer branding to compete effectively in regional labor markets
• Track and improve key hiring metrics, including time-to-fill and cost-per-hire

Employee Relations

• Serve as the first point of contact for employee concerns, conflicts, and workplace investigations
• Coach managers and supervisors on fair, consistent, and respectful handling of performance and disciplinary matters
• Foster a positive workplace culture and help resolve issues before they elevate

Performance Management

• Guide managers through performance review cycles, goal setting, and constructive feedback
• Help identify high performers, support development plans, and address performance gaps
• Promote a culture of accountability, recognition, and continuous improvement

Compliance

• Ensure site practices comply with federal, state, and local labor laws, as well as OSHA and safety regulations
• Maintain accurate records and support internal audits and regulatory reporting
• Partner with safety teams to reinforce a strong culture of workplace safety

Employee Lifecycle Management

• Own the employee experience from onboarding through offboarding at your assigned site
• Deliver a consistent, engaging onboarding process, including 30-60-90 day check-ins
• Conduct exit interviews, analyze turnover drivers, and recommend retention strategies

Qualifications

Required Education

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development or related field
• Master’s Degree in Human Resources, Business, or a related discipline preferred

Certifications

• Professional certification strongly preferred, including PHR, SPHR, SHRM-CP, or SHRM-SCP

Experience

• Minimum of 3-5 years of progressive HR experience, with at least 1 full year in an HR Business Partner or HR Generalist role
• Direct experience supporting a manufacturing, industrial, or plant environment preferred
• Proven track record partnering with operations leadership in a multi-shift setting

Key Competencies And Skills

• Manufacturing acumen: Genuine understanding of plant operations, shift structures, and the unique demands of a production environment
• Labor law knowledge: Strong command of federal and state employment laws, wage and hour regulations, and workplace safety standards
• Data analysis: Ability to interpret HR metrics, spot trends, and turn data into clear, actionable recommendations
• Conflict resolution: Skilled at mediating disputes, conducting investigations, and guiding tough conversations with fairness and confidence
• HRIS proficiency: Hands-on experience with HRIS platforms and comfort working across digital HR and payroll systems
• Communication: Clear, credible communicator who builds trust with employees at every level, from the floor to the front office
• Business partnership: Strategic thinker who connects people decisions to operational and financial results
• Adaptability: Composed and resourceful in a fast-moving, high-volume environment

Competitive Benefits

• Medical (HMO), dental and vision insurance premium.
• 401k plan, Employer contributes 3%, up to 4%.
• Company offers vacation and sick pay.
• Holiday Pay: Eight (8) paid holidays per year.
• Basic Life Insurance Paid (25K policy).

We are an Equal Opportunity/ Affiative Action Employer and do not discriminate against applicants due to veteran status, disability, race, gender, gender identity, sexual orientation or other protected characteristics.