Human Resources Business Partner

Human Resources Business Partner

Laerdal Medical Benefits Include:

• Generous PTO & Holidays
• Hybrid and Compressed Work Week (for operations-based roles only)
• Comprehensive Medical, Dental, and Vision
• HSA & FSA Account Options, with employer HSA contribution
• 401k with Employer Match & Profit Sharing
• Tuition Reimbursement
• Wellness Reimbursement Program
• Professional Development Opportunities
• Pet Insurance
• Subsidized Cafeteria in NY based office

Position Overview:

The HR Business Partner (HRBP) serves as a trusted partner to employees and leaders, providing hands-on Human Resources support across employee relations, performance management, policy application, employee communications, and HR process improvement.

This role works closely with site managers to build a positive, accountable, and high-performing workplace while ensuring consistent application of company policies, practices, and employment standards.
The HRBP will be highly visible and engaged with employees at the manufacturing and distribution site, balancing day-to-day HR support with proactive initiatives that strengthen leadership capability, employee engagement, organizational effectiveness, and overall business performance.

Responsibilities:

1. Employee Relations
Serve as a trusted resource for employees and managers regarding workplace concerns, employee relations matters, and HR policies and practices.
Investigate employee concerns and complaints in a timely, objective, and consistent manner.
Partner with managers to address workplace issues, conflict, behavioral issues, and other employee relations matters.
Provide guidance on appropriate and consistent corrective action and disciplinary processes.
Maintain appropriate documentation related to employee relations matters.
Identify trends and recurring employee relations issues and recommend proactive solutions.
Promote a respectful, inclusive, and accountable workplace culture.
Partner with leadership and HR leadership on complex or high-risk employee relations matters.
2. Performance Management
Partner with managers throughout the performance management cycle, including goal setting, performance feedback, development planning, and annual reviews.
Coach managers on addressing performance concerns early and effectively.
Support managers in developing performance improvement plans and appropriate documentation when performance expectations are not being met.
Help ensure performance standards and expectations are clearly communicated and consistently applied.
Identify opportunities to strengthen manager capability in providing meaningful feedback and managing performance.
Monitor performance management trends and recommend improvements to processes and tools.
3. Manager Advisor & Support
Serve as a day-to-day HR advisor to managers.
Provide practical guidance on employee matters, organizational decisions, staffing, performance, attendance, policy interpretation, and workplace issues.
Coach managers to independently and effectively manage people-related responsibilities.
Help managers understand and apply HR policies and practices consistently.
Build strong working relationships with leaders and employees across the site.
4. Policy Support & Development
Provide guidance and interpretation of HR policies, procedures, and practices.
Ensure policies are consistently applied and understood by managers and employees.
Partner with HR leadership and relevant stakeholders to develop, revise, and implement HR policies and procedures.
Communicate policy changes clearly and effectively to managers and employees.
Help ensure site practices remain aligned with company requirements and applicable employment regulations.
5. Employee Communications
Develop and deliver clear, timely, and effective HR communications to employees as needed.
Support leadership in communicating organizational changes, policies, programs, and important business updates.
Partner with managers to ensure employees receive consistent messages and understand expectations.
Promote open and transparent communication between employees, managers, and HR.
Identify opportunities to improve employee understanding of HR programs, policies, benefits, and company initiatives.
Support employee engagement activities and initiatives that strengthen site culture as needed.
6. HR Process Improvements
In partnership with HR Leadership evaluate existing HR processes and identify opportunities to improve efficiency, consistency, and employee experience.
Lead or support projects to simplify and standardize HR processes.
Use employee and manager feedback, HR data, and business needs to identify improvement opportunities.
Partner with HR colleagues and business leaders to implement sustainable process improvements.
Additional Responsibilities:
Support recruitment, onboarding, and workforce planning activities as needed.
Support benefits and payroll enrollments and responding to employee questions when needed.
Partner with HR leadership on talent management, succession planning, and employee development initiatives.
Maintain confidentiality and exercise sound judgment when handling sensitive employee information.
Participate in site leadership meetings and contribute the HR perspective to business decisions when HR Leadership is unavailable.
Promote a culture of continuous improvement, accountability, collaboration, and respect.
Perform other HR responsibilities and projects as assigned.

Requirements:

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field; equivalent experience may be considered.
Minimum 5 years of progressive HR experience, preferably in a manufacturing, distribution, or other operational environment.
Strong knowledge of employee relations and performance management practices.
Experience coaching and advising managers.
Strong communication, interpersonal, and problem-solving skills.
Ability to handle confidential and sensitive information with discretion.
Strong organizational skills with the ability to manage multiple priorities.
Ability to work effectively with employees and leaders at all levels of an organization.

Preferred
HR certification such as PHR, SHRM-CP, or equivalent.
Experience working in a manufacturing or hourly workforce environment.
Experience supporting organizational change and process improvement initiatives.
Experience with HRIS and other HR technology.

Salary Range: 75,000 - 85,000

Please note that this range does not include any other compensation or benefits that an individual may be eligible for. The salary offered depends on a variety of factors, which may include, but not limited to; the qualifications of the individual applicant for the position, location, level of education attained, and/or professional certifications, years of relevant experience, special skills, etc.

Laerdal Medical Corporation is committed to provide equal employment opportunities to all applicants and employees without regard to race, color, citizenship status, religion, sex, sexual orientation, gender identity, martial status, age, genetic information, status as an individual with a disability, status as a protected veteran or any other legally protected status and to affirmatively seek to advance the principles of equal employment opportunity.