Human Resources Business Partner Manufacturing

Kirby Corporation; Oklahoma City (OK); On-site; USD 80,000 - 100,000; Full time

Job summary

Kirby Corporation is looking for an HR Business Partner to join their Manufacturing Division in Oklahoma City. This strategic role will partner with both hourly and salaried employees to drive business objectives and foster a positive workplace culture. Key responsibilities include advising on HR initiatives, managing the employee lifecycle, and ensuring compliance with HR practices. The ideal candidate will have 5-7 years of HR experience, including 3 years in a similar role.

A Bachelor’s degree in Human Resources is required, along with strong problem-solving and communication skills. The role demands onsite presence at the manufacturing plant and involves handling employee relations and engagement strategies.

Qualifications

• 5-7 years of relevant HR experience, ideally in manufacturing.
• 3 years of experience as an HR Business Partner.
• Strong interpersonal and negotiation skills.

Responsibilities

• Serve as a trusted HR advisor to management and employees.
• Participate in employee engagement initiatives.
• Optimize HR operational processes for compliance and efficiency.

Skills

Collaboration and communication skills

Problem-solving abilities

Knowledge of HR technology

Understanding of employment laws

Coaching and conflict resolution

Education

Bachelor’s degree in Human Resources

Tools

HRIS platforms

Job description

Overview

UE Manufacturing is seeking an Human Resources Business Partner Manufacturing for our Manufacturing Division located at 10000 NW 2nd St, Oklahoma City, OK 73127. This role is a strategic, hands‑on HR partner supporting hourly and salaried employees at a manufacturing site. The role drives business objectives through effective HR practices, manages the full employee lifecycle, ensures compliance, and strengthens talent, engagement, and employee relations on the production floor. Success requires strong business acumen, proactive problem solving, and a commitment to ethical practice and continuous improvement.

Responsibilities

Essential Duties and Responsibilities:

• Serve as a trusted advisor to plant leadership, translating business strategies into impactful HR initiatives that optimizes the employee experience and delivers business results.
• Support and advise front‑line supervisors and managers on hiring, performance management, coaching, talent management, employee engagement, compliance, and employee relations.
• Serve as a trusted resource for employees, supporting employees with understanding the company policies, programs, processes, and investigating employee concerns. Serves as main point of contact for all employees at the worksite.
• Support a high‑performance culture, foster open communication, trust, and mutual respect in alignment with the Kirby Way and Values.
• Participate in employee engagement initiatives including focus groups, and hosting employee events.
• Optimize critical HR operational processes, including payroll, attendance management, and vacation tracking, ensuring accuracy, compliance, and seamless efficiency. Administer leave of absence programs (FMLA, WC, ADA) for meticulous tracking and compliance, ensuring comprehensive employee support and adherence to regulatory requirements.
• Partner with the recruiting team to ensure an effective recruiting process, candidate experience, selection of candidates, onboarding, conduct orientation for the site, and ensure effective integration.
• Maintain a proactive presence with front line employees on the plant floor, ensure a positive workplace culture, conduct regular engagements to build strong employee relationships, ensure HR accessibility, and proactively address general workplace concerns.
• Leverage operational acumen, gained through immersive walks and direct engagement with leadership, to proactively identify and address resource needs within our lean manufacturing environments, delivering strategically aligned HR solutions that directly accelerate business success and cultivate a high‑performance culture.
• Champion a data‑first approach, leveraging HR data to extract critical insights, predict workforce trends, and inform strategic decision‑making at the operational leadership level.
• Analyze future workforce needs and capabilities, implement innovative hourly talent programs (e.g., apprenticeship pathways, reskilling initiatives) that build a high performing, engaged, and resilient workforce.
• Lead and execute talent strategies, including enhancing performance, front line leader development, succession planning, compensation, and talent acquisition.
• Conduct exit interviews to understand workforce trends and indicators.
• All other duties as assigned.

Qualifications

Qualifications, Knowledge & Skill:

• Proven ability to work effectively in a fast‑paced, dynamic work environment, juggling multiple priorities and deadlines.
• Exceptional collaboration, interpersonal, and communication skills, with the ability to build rapport and influence all levels of the organization.
• Strong problem‑solving and critical‑thinking abilities, with a track record of handling complex employee issues.
• Adept at navigating and leveraging HR technology and proficient with HRIS platforms.
• Comprehensive knowledge of state and federal employment laws and HR best practices.
• Adept with performance and compensation management programs.
• Experience with disciplinary process and investigations and employee relations consultation.
• Experience with policy interpretation.
• Strong interpersonal, negotiation, collaboration, and conflict resolution skills.
• Proven knowledge of recruiting components: sourcing; qualifying; wage/salary trends.
• Proven ability to effectively coach employees and manage complex and sensitive issues.
• Ability to accomplish daily/weekly responsibilities in conjunction with developing and implementing projects to drive additional and ongoing improvements.

Competencies:

• Strategic Partnership
• AI Literacy
• Strategic Workforce Planning
• Positive Employee Relations
• Data Analysis and Interpretation
• Talent Management
• Employee Lifecycle Expertise
• Business and Operational Acumen
• Change Management and Agility
• Ethical and Compliance Knowledge
• Communication and interpersonal skills - ability to build relationships and trust at all levels of the organization; ability to influence others.
• Cross‑functional collaboration
• Continuous learning and development

Education:

Bachelor’s degree in Human Resources or any other related discipline or commensurate work experience required.

Experience:

• Minimum 5–7 years of relevant HR and work experience with a bachelor’s degree, preferably in a manufacturing setting.
• Minimum 3 Years experience as an HR Business Partner.

Special Requirements:

SHRM or HRCI certification is a plus.

Physical Activities & Requirements:

This role requires onsite presence at the manufacturing plant to fulfill job responsibilities. Involves occasional lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, climbing, etc. Role does require time walking and standing on plant manufacturing floor at least 20% of the time. Require good use of the hands and fingers for repetitive hand‑finger actions.

Working Conditions:

Working conditions occur within low to moderate noise levels related to the use of standard office equipment.