Sr. Human Resources Business Partner (Human Resources)
HR Business Partner, Senior
The Senior Human Resources Business Partner (HRBP) is responsible for providing strategic and operational HR leadership across multiple manufacturing and assembly sites. This role partners directly with site leadership to implement HR initiatives that support business objectives, drive employee engagement, and ensure compliance with company policies and applicable employment laws.
The Senior HRBP plays a critical role in managing workforce needs, including employee relations, performance management, and recruitment, while contributing to broader workforce planning and organizational development initiatives. This position requires regular travel between sites and a hands-on approach to supporting a fast-paced, manufacturing-driven environment.
The Sr. HRBP will collaborate closely with cross-functional teams, including operations, safety, and centralized HR functions, to ensure consistent and effective HR practices across all supported locations.
Essential Functions
Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
Strategic HR Support
Serve as the lead HR representative for two manufacturing and assembly sites, providing coaching, consultation, and strategic partnership to site leadership.Maintain regular on-site presence across both locations to foster visibility, build trust with employees, and respond to evolving workforce needs.Drive workforce planning and employee engagement initiatives aligned to operational goals.Identify talent gaps and support leadership with solutions for retention, development, and succession planning.Collaborate closely with leadership, safety, and corporate HR teams to ensure consistent HR practices across sites.
Talent Acquisition & Onboarding
Lead hourly and non-technical hiring efforts, including partnering with local leadership to scope roles, interview candidates, and streamline onboarding.Manage temporary staffing agency relationships, including timesheet approval and billing reconciliation.In partnership with site leadership, facilitate the onboarding processes tailored to the needs of the sites, to ensure early engagement and retention with special attention to frontline and high-growth roles.
Employee Relations & Compliance
Serve as a trusted resource for employee relations, conducting thorough, objective investigations and supporting performance management, coaching, and disciplinary actions.Ensure compliance with all federal, state, and local employment laws and company policies, including FMLA, FLSA, ADA, and EEO requirements.Ensure thorough documentation and maintain confidential records related to employee relations cases in accordance with company policy and legal requirements.
HR Operations & Analytics
Provide guidance on role definition and career development opportunities across all positions.Leverage HRIS platforms and data reporting tools to identify trends, risks, and opportunities to improve employee experience and operational effectiveness.Partner with corporate HR and cross-functional teams on benefit education, leave administration, and policy deployment.Continuously assess and improve HR processes to ensure scalability, efficiency, and a consistent experience across both sites.
Organizational Development & Culture
Champion a positive, inclusive, and safety-focused workplace culture by modeling professionalism, ethical decision-making, and accountability.Support performance management activities, employee coaching, and leadership capability development in alignment with organizational values.Promote and support employee engagement and safety initiatives in collaboration with site and functional leaders.Participate in all TVS SCS quality and excellence initiatives.
Competencies
Strategic Thinking & Business AcumenRelationship ManagementChange ManagementCommunication & InfluenceProblem Solving & Conflict ResolutionAdaptability & ResilienceInitiative & OwnershipCultural Awareness & Ethical Practice
Travel
This role requires travel as needed to address operational or personnel matters and support effective collaboration. Initially, 50% travel may be required. Future travel will be on an as-needed basis.
Education and Experience
Bachelors degree in Human Resources, Business Administration, or a related field; Masters degree or HR certification (PHR, SHRM-CP) is preferred5+ years of progressive HR experience, including at least 2 years in a business partner or site HR leadership role, ideally within a manufacturing, assembly, or industrial environmentStrong knowledge of employment laws, HR compliance, and best practices in employee relations, performance management, and hourly workforce supportDemonstrated ability to build relationships and influence stakeholders at all levels, including frontline employees and site leadershipExperience supporting multiple locations or a multi-site operation preferredProficiency with Microsoft Office Suite and HRIS platformsAbility and willingness to travel regularly between sites, especially during ramp-up and onboarding periods
Bilingual (Spanish/English) preferred
Physical Demands
The physical demands described here are representative of those that an employee must meet to successfully perform the essential functions of this job.
While performing the duties of this job, the employee is regularly required to work in both an office and a industrial environment. While performing the duties of this position, the employee is regularly required to sit for extended periods, work at a computer, and use standard office equipment. The role also requires frequent communication, including speaking, listening, and reading. The employee may occasionally stand, walk, bend, or reach, including during site walk-throughs or employee interactions on the production floor. The employee may occasionally be required to lift or move items up to 15 pounds; assistance is available for heavier lifting.
Visual acuity requirements include the ability to read computer screens, printed documents, and observe activity at varying distances during facility visits.
Work Environment
This job is performed in both an office setting and a manufacturing and assembly environment. While the majority of work will be performed in an office or meeting space, this position is expected to regularly walk the floor to engage with employees and support site leadership. The manufacturing environment may include exposure to varying temperatures, noise levels, and frequent forklift or machinery traffic. Appropriate personal protective equipment (PPE), such as safety glasses and steel-toed shoes, must be worn when in designated areas. The role requires comfort moving between office and shop floor settings throughout the workday.
Position Type/Expected Hours of Work
Full-Time, Exempt. Schedule flexibility for extended or unplanned work hours is required.
Other Duties
Please note that this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities required of the employee for this job. Duties, responsibilities, and activities may change at any time, with or without notice.
TVS SCS NA is committed to cultivating a diverse and inclusive culture as an EEO employer. The TVS SCS NA team does not discriminate against candidates and employees because of their disability, sex, race, gender identity, sexual orientation, religion, national origin, age, veteran status, or any other protected status under the law within any employment practices. We are pleased to provide reasonable accommodations to applicants; please contact [Hope Molyneaux, JMolyneaux@tvsscs.com] to request a reasonable accommodation. The employee selected for this role must be able to perform the position's essential functions satisfactorily. If requested, reasonable accommodation will be made to enable employees with disabilities to perform the essential functions of their job, absent undue hardship.
TVS SCS NA complies with the CPRA: CALIFORNIA PRIVACY NOTICE https://www.tvsscs.com/wp-content/uploads/securepdfs/2023/02/CALIFORNIA-PRIVACY-NOTICE-1_18_23.pdf
