Human Resources Business Partner (Manufacturing)

Sterling Engineering; Vernon Hills (IL); On-site; USD 110,000 - 130,000; Full time

Job summary

Sterling Engineering in Vernon Hills, IL is seeking an experienced HR Business Partner to support a high-volume medical device manufacturing operation as it scales from ~100 to 250–300 employees. You will partner with Directors and Supervisors across employee relations, performance management, compensation, and workforce planning.

The role requires an HR generalist mindset, manufacturing experience, and the ability to drive organizational development in a regulated environment.

Qualifications

• Bachelor's degree in HR, Business Administration, or related field preferred.
• 7+ years of progressive HR experience, including HR Business Partner or HR Generalist roles.
• Experience supporting a growing/ ramping organization in a manufacturing setting preferred.
• Must have manufacturing experience; regulated industry experience preferred.

Responsibilities

• Serve as the primary HRBP for a growing manufacturing operation (~300 employees).
• Partner with leaders on employee relations, performance management, staffing, and HR initiatives.
• Coach leaders through difficult employee situations and organizational changes.
• Develop staffing and workforce plans aligned with production needs and growth.
• Support organizational design and reporting structure evolution.
• Lead HR lifecycle activities: recruitment, onboarding, performance, compensation, development, retention.

Skills

HRBP experience

Employee relations

Performance management

Staffing strategy

Coaching managers

Education

Bachelor's degree in HR or related

Job description

Industry: Medical Device Manufacturing (Large, High-Volume Manufacturing Operations)

Base Salary Expectations: $110,000–$130,000/year

POSITION SUMMARY

Work for a large, established medical device manufacturer undergoing significant expansions in the northern Chicago suburbs. The area is expected to grow from approximately 100 employees to 250–300 employees over the coming months, creating an opportunity for an experienced HR Business Partner to play a critical role in supporting the organization through this period of rapid growth and organizational change.

This is a highly visible, hands-on HRBP position supporting leaders and employees across a manufacturing environment. The HR Business Partner will provide comprehensive HR support across employee relations, organizational development, staffing strategy, performance management, compensation, manager coaching, and workforce planning.

The ideal candidate is a strong HR generalist who has successfully supported a growing or changing organization and is comfortable working closely with Directors, Managers, Supervisors, and hourly employees. Manufacturing experience is required, with experience in a regulated industry such as medical device, automotive, aerospace, pharmaceutical, or other highly regulated manufacturing environments strongly preferred.

KEY RESPONSIBILITIES

• Serve as the primary HR Business Partner for a rapidly growing manufacturing operation, supporting approximately 300 employees as the organization scales.
• Partner closely with Directors, Managers, and Supervisors on employee relations, performance management, organizational changes, staffing needs, and other complex HR matters.
• Coach and counsel leaders through difficult employee situations, performance issues, disciplinary actions, and other sensitive conversations.
• Develop and implement staffing and workforce plans aligned with business growth, production requirements, and organizational needs.
• Support the organization through significant workforce expansion, including the transition from approximately 100 employees to 250–300 employees.
• Partner with leadership on organizational design, departmental restructuring, organizational development, and evolving reporting structures.
• Provide comprehensive HRBP support across the employee lifecycle, including recruiting strategy, onboarding, performance management, compensation, employee relations, development, and retention.
• Support managers and employees through organizational changes and help ensure effective communication throughout periods of transition.
• Provide guidance regarding compensation practices, promotions, job changes, performance expectations, and other employee-related decisions.
• Develop and deliver HR-related training and manager development programs as needed.
• Partner with leadership to identify workforce trends, organizational challenges, and opportunities for improving employee engagement and effectiveness.
• Maintain a visible presence throughout the manufacturing operation and build strong working relationships with employees at all levels.
• Support both the Libertyville operation and the BFG facility, including ongoing support before, during, and after the Libertyville ramp-up.
• Ensure HR practices and employee relations activities align with company policies, applicable employment regulations, and the requirements of a regulated manufacturing environment.
• Work collaboratively with HR leadership and other functional partners to implement company-wide HR initiatives while adapting them to the needs of the manufacturing operation.

QUALIFICATIONS

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
• 7+ years of progressive HR experience, including significant HR Business Partner or HR Generalist experience.
• Demonstrated experience supporting a growing organization, plant expansion, startup, ramp-up, or other high-volume organizational change.
• Manufacturing experience required; experience in medical device or another regulated industry strongly preferred.
• Strong working knowledge across multiple HR disciplines, including employee relations, performance management, compensation, workforce planning, organizational development, and talent management.
• Proven experience coaching and advising Managers and Directors through complex employee and organizational issues.
• Strong understanding of staffing strategy and workforce planning in a manufacturing environment.
• Comfortable working with both salaried leadership and hourly manufacturing employees.
• Excellent communication, interpersonal, coaching, and conflict-resolution skills.
• Strong business judgment and the ability to balance employee needs with business objectives.
• Highly professional, approachable, and capable of building credibility with leaders at all levels.
• Comfortable working in a fast-paced environment where organizational structures, responsibilities, and priorities may change frequently.
• Ability to work primarily onsite in a manufacturing environment and maintain a visible presence on the production floor.

WORK ENVIRONMENT & SCHEDULE

This is an onsite manufacturing role. The HR Business Partner is expected to be highly visible and accessible throughout the operation rather than working remotely.

The primary schedule is generally approximately 8:00 AM–4:30/5:00 PM, Monday through Friday, with some flexibility required to support the manufacturing operation. One day per week will typically involve a later start and later coverage to provide HR support for second shift.

The position will require flexibility around business needs, particularly during the significant workforce expansion and organizational changes.