SR Human Resources Business Partner

Drylock Technologies; Eau Claire (WI); On-site; USD 90,000 - 130,000; Full time

Job summary

Drylock Technologies is seeking a Senior Human Resources Business Partner (Sr. HRBP) to align business objectives with employees and management, focusing on talent acquisition and employee relations across the organization.

The role partners with hiring leaders to define workforce needs, manages full-cycle recruiting for hourly to leadership positions, builds proactive pipelines, and uses metrics to improve outcomes while upholding Drylock’s EPIC culture. The Sr.

Qualifications

• Bachelor’s degree in HR, business, or related field; or equivalent experience.
• Minimum of 7 years HR experience with hands-on recruiting and employee relations.
• Experience conducting complex, sensitive workplace investigations.
• Working knowledge of HR disciplines including talent acquisition, employee relations, performance management, employment law, policy administration.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
• Experience in manufacturing, distribution, or fast-paced environments preferred.
• Experience supporting bilingual or multilingual workforce; Spanish a plus.
• Experience with ADP talent acquisition is a plus.

Responsibilities

• Partner with hiring leaders to define workforce needs, job requirements, selection criteria, interview plans, and realistic hiring timelines.
• Independently manage full-cycle recruiting for hourly, skilled-trades, professional, and leadership positions, including sourcing, screening, interview coordination, candidate communication, offer support, pre-employment steps, and start-date handoff.
• Build proactive talent pipelines through direct sourcing, employee referrals, schools, workforce partners, community relationships, and targeted outreach.
• Create a timely, professional candidate experience and maintain recruiting momentum with clear next steps, owners, and due dates.
• Use recruiting metrics such as time to fill, requisition aging, offer acceptance, quality of hire, and 90-day retention to identify barriers and improve results.
• Embed EPIC-based behavioral interviewing into selection and help leaders evaluate job-related evidence consistently and fairly.
• Serve as a trusted and visible HR partner to employees and leaders, responding promptly to concerns and identifying opportunities for early intervention.
• Conduct objective workplace investigations, including planning, interviews, documentation, credibility assessment, findings, and recommended actions.
• Provide day-to-day employee relations and performance management guidance to line management, including coaching, counseling, attendance, conflict resolution, performance concerns, corrective action, and respectful workplace matters.
• Provide HR policy guidance and interpretation and support consistent, fair, and well-documented application of company expectations.
• Identify and appropriately elevate legal, compliance, retaliation, safety, leave, accommodation, wage-and-hour, or workplace-violence risk.
• Maintain accurate, timely, and confidential recruiting and employee-relations documentation and monitor open matters through closure.
• Analyze recruiting, turnover, retention, employee-relations, and employee feedback trends and recommend practical solutions, programs, training, and process improvements.
• Create and disseminate employee and leader communications that are clear, accurate, timely, and appropriate for the intended audience.
• Support onboarding, retention, engagement, talent reviews, policy implementation, leader development, and other site people priorities as business needs require.
• Create practical HR tools and standard work that improve clarity, consistency, leader ownership, and follow-through.
• Fully adhere to company confidentiality policies and exercise sound judgment when handling sensitive information.
• Maintain technical knowledge by attending educational workshops, reviewing professional publications, and remaining current on employment practices.
• Assist with the day-to-day efficient operation of the Human Resources department.

Skills

Interviewing

Sourcing

Investigation

Documentation

Coaching

Conflict resolution

Problem solving

Communication

Time management

Bilingual capability

Education

Bachelor’s degree in HR, Business, Organizational Leadership, or related field

Tools

ADP Talent Acquisition

HRIS/ATS

MS Office

Job description

The Senior Human Resources Business Partner (Sr. HRBP) is a self-driven, hands-on HR partner responsible for aligning business objectives with employees and management, with primary strengths in talent acquisition and employee relations. The position formulates partnerships across the HR function to deliver value-added service that supports organizational goals, strengthens leader capability, improves the employee experience, and reinforces Drylock’s EPIC culture. The Sr. HRBP independently identifies priorities, recommends practical solutions, and follows work through to timely completion. This role will also be key in developing strong community ties and for creating a robust supply of technical candidates to meet growing needs.

Essential Duties and Responsibilities:

• Demonstrate and reinforce Drylock’s EPIC culture: Excellence, Productivity, Initiative, and Collaboration.
• Partner with hiring leaders to define workforce needs, job requirements, selection criteria, interview plans, and realistic hiring timelines.
• Independently manage full-cycle recruiting for hourly, skilled-trades, professional, and leadership positions, including sourcing, screening, interview coordination, candidate communication, offer support, pre-employment steps, and start-date handoff.
• Build proactive talent pipelines through direct sourcing, employee referrals, schools, workforce partners, community relationships, and targeted outreach.
• Create a timely, professional candidate experience and maintain recruiting momentum with clear next steps, owners, and due dates.
• Use recruiting metrics such as time to fill, requisition aging, offer acceptance, quality of hire, and 90-day retention to identify barriers and improve results.
• Embed EPIC-based behavioral interviewing into selection and help leaders evaluate job-related evidence consistently and fairly.
• Serve as a trusted and visible HR partner to employees and leaders, responding promptly to concerns and identifying opportunities for early intervention.
• Conduct objective workplace investigations, including planning, interviews, documentation, credibility assessment, findings, and recommended actions.
• Provide day-to-day employee relations and performance management guidance to line management, including coaching, counseling, attendance, conflict resolution, performance concerns, corrective action, and respectful workplace matters.
• Provide HR policy guidance and interpretation and support consistent, fair, and well-documented application of company expectations.
• Identify and appropriately elevate legal, compliance, retaliation, safety, leave, accommodation, wage-and-hour, or workplace-violence risk.
• Maintain accurate, timely, and confidential recruiting and employee-relations documentation and monitor open matters through closure.
• Analyze recruiting, turnover, retention, employee-relations, and employee feedback trends and recommend practical solutions, programs, training, and process improvements.
• Create and disseminate employee and leader communications that are clear, accurate, timely, and appropriate for the intended audience.
• Support onboarding, retention, engagement, talent reviews, policy implementation, leader development, and other site people priorities as business needs require.
• Create practical HR tools and standard work that improve clarity, consistency, leader ownership, and follow-through.
• Fully adhere to company confidentiality policies and exercise sound judgment when handling sensitive information.
• Maintain technical knowledge by attending educational workshops, reviewing professional publications, and remaining current on employment practices.
• Assist with the day-to-day efficient operation of the Human Resources department.

Education and Experience:

• Bachelor’s degree in Human Resources, Business, Organizational Leadership, or a related field, or an equivalent combination of education and directly relevant experience.
• Minimum of 7 years of progressive human resources experience, including substantial hands-on responsibility in both talent acquisition and employee relations.
• Demonstrated success independently managing full-cycle recruiting for varied job levels and conducting complex, sensitive workplace investigations.
• Working knowledge of multiple human resource disciplines including talent acquisition, employee relations, performance management, employment law, organizational diagnosis, and policy administration.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
• Human resources experience in manufacturing, distribution, or another fast-paced, shift-based environment preferred.
• Experience supporting a bilingual or multilingual workforce preferred; Spanish language capability is a plus.
• Experience with ADP talent acquisition platform is a plus.

Job Knowledge, Skills, and Abilities:

• Must have a good command of the English language, both written and spoken, and be able to communicate clearly with individuals at all organizational levels.
• Excellent interviewing, sourcing, investigation, documentation, coaching, conflict-resolution, and problem-solving skills.
• Ability to recognize employment-related risk and determine when matters require escalation or additional review.
• Excellent interpersonal skills and the ability to build credibility with employees, leaders, candidates, and external partners.
• Ability to work collaboratively while independently setting priorities, initiating action, and following commitments through completion without repeated direction.
• Excellent organizational abilities, attention to detail, time management, and proven ability to manage multiple priorities and meet deadlines.
• Ability to adapt to frequent changes and remain effective in a fast-paced manufacturing environment.
• Ability to use data and metrics to identify trends, explain business impact, and recommend practical improvements.
• Proficient with Microsoft Office Suite, HRIS/ATS platforms, sourcing tools, and related recruiting and case-management technology.

Supervisory Responsibilities:

No supervisory responsibilities.

Training Requirements:

General Safety Quality Systems New Hire Orientation Position-specific Basic Training Interviewing and Investigation Practices

Physical Requirements:

Personal Protective Equipment Requirements:

Hearing protection must be worn while on the production floor.

Work is performed primarily in an office setting within an industrial environment, with regular presence in production areas and flexibility to support employees and leaders across assigned shifts. Occasional travel may be required.

Will be required to perform other duties as requested, directed, or assigned.