HR Business Partner Manager at Smardt Chiller Group in Avondale, Arizona

Job description

• The HR Business Partner for Manufacturing will serve as a strategic consultant and trusted advisor to manufacturing leadership teams, driving people strategies that enhance operational excellence, safety performance, and workforce productivity, aligning HR practices and priorities with overall business strategy. This role requires a deep understanding of manufacturing environments, labor relations, and the unique challenges of production-based operations. The successful candidate will partner closely with plant managers, production supervisors, and broader HR Business Partners and CoE experts to develop a high-performing, engaged workforce while ensuring compliance with all manufacturing-specific regulations. The role is an on-site position.
• This position will build the fundamentals, aligning with the overarching global HR priorities, Corporate practices and integrating the new facility and team into the larger SMARDT operating structure, while taking local laws and regulatory/compliance into consideration.

Responsibilities

• Year 1: Build and set foundations that integrate into the overarching global HR function, including:
• Local policies and practices
• Onboarding
• Partner with HR LT and COE functions to deploy
• Cross-cultural organizational integration / knowledge-transfer support, including coordinating TICA SMEs or assignees visiting Phoenix if that's anticipated.
• Strategic HR Partnership & Business Alignment
• Operational Excellence Support: Partner with manufacturing managers and functional leadership to align HR strategies with production goals, quality metrics, and safety objectives.
• Data-Driven Decision Making: Leverage people analytics to predict turnover, identify production bottlenecks related to workforce issues, and optimize staffing models for maximum efficiency and engagement.
• Workforce Planning: Develop comprehensive staffing strategies that account for seasonal demands, production schedules, and skills requirements across multiple shifts.
• Culture Development: Drive initiatives to sustain and evolve a high-performing, safety-focused, and inclusive manufacturing culture that supports higher productivity outcomes.
• Labor Relations & Employment Law
• Market Practices: Depth of understanding the nuances of local manufacturing market practices, Arizona state health and safety compliance
• Conflict Resolution: Serve as primary mediator for employee disputes, disciplinary actions, and performance issues while ensuring compliance with employment laws.
• Communication Bridge: Facilitate effective communication between management and workforce, including conducting town halls, shift meetings, and effective feedback sessions.
• Compliance Expertise: Ensure adherence to all relevant local, state, and federal employment laws, regulations, and industry-specific safety standards across multiple manufacturing locations.
• Full-Cycle Recruitment Excellence
• Strategic Sourcing: Execute end-to-end recruitment process with focus on reducing time-to-hire in competitive manufacturing labor market.
• Candidate Experience: Prioritize candidate interview experience and engagement metrics to attract top talent in the manufacturing sector.
• Rapid Backfill Capabilities: Execute complete recruitment cycles sor critical production roles, ensuring minimal disruption to manufacturing operations and shift coverage.
• High-Volume Recruitment Management: Simultaneously manage open positions across multiple departments, shifts, and skill levels while maintaining quality standards and candidate engagement.
• Temporary Workforce Coordination: Partner with staffing agencies and temporary worker providers to rapidly scale workforce during peak production periods, seasonal demands, or unexpected absences.
• Expedited Screening & Selection: Conduct streamlined and thorough candidate assessments with focus on improving time-to-fill and candidate experience for all positions in manufacturing.
• Compensation and Benefits Operational Excellence
• Ensure payroll accuracy and timely processing in collaboration with Finance.
• Monitor compliance with legal, tax, and regulatory requirements related to compensation and benefits.
• Partner with total Rewards CoE to implement corporate programs and policies locally.
• Support salary planning, merit increases, and bonus processes with fairness and accuracy.
• Provide guidance to managers on compensation structures, salary ranges, and internal equity.
• Address employee questions and concerns regarding payroll, compensation, or benefits in a timely manner.
• Team management
• As a leader, the HRBP is responsible for guiding the HR team to deliver operational excellence while ensuring a positive employee experience. Key responsibilities include:
• Foster a culture of employee listening and create a positive employee experience.
• Ensure strict confidentiality of all employee information.
• Maintain compliance with legal, regulatory, and corporate requirements.
• Safeguard accuracy and efficiency in HR systems and processes.
• Demonstrate strong attention to detail in all HR activities.
• Promote continuous improvement and innovation within the HR function.
• Build trust and credibility with employees and business leaders.
• Develop and grow the team’s capabilities to meet evolving needs.
• + Year 2 and beyond: Maintain and Mature: Best practices and HR program deployment, including:
• Employee engagement and enhancement
• Culture and recognition
• Upskilling, career pathing, learning and development

Requirements

• Demonstrate leadership and problem-solving abilities with HR opportunities.
• Excellent organizational and communications skills.
• Ability to multitask, prioritize and maintain confidentiality
• Manufacturing Industry Knowledge: Direct experience in HVAC or heavy manufacturing settings.
• Lean Manufacturing: Understanding of Lean, Six Sigma, or other continuous improvement methodologies.
• Hands-On, Deliver Fast – this will be a brand new plant so the ideal candidate must be agile and able to identify roadblocks, collaborate and communicate with stakeholders in both HR as well as the Business
• Ability to connect business challenges to HR solutions and drive organizational success through people strategies.
• Data Analytics: Proficiency with HR metrics, people analytics, and ability to translate data into actionable insights.
• Technology Proficiency: Experience with modern HRIS systems, ATS platforms, and manufacturing-specific HR tools.
• Cultural Intelligence: Cross-cultural competence to work effectively with diverse manufacturing workforce.
• Safety Leadership: Understanding of OSHA regulations, safety culture development, and incident management.
• Shift Management: Experience with 24/7 operations, shift differentials, and complex scheduling requirements.
• Production Knowledge: Basic understanding of manufacturing processes, quality systems, and operational metrics in an HVAC or similar industry.
• Compliance Expertise: Knowledge of manufacturing-specific employment laws, environmental regulations, and industry standards.
• Bachelor's degree in Human Resources, Business Administration, Industrial Relations, or related field
• Master's degree is an asset, especially in HR, Organizational Development, or Business Administration
• 7-10 years of hands-on building and progressive HR experience with significant exposure to manufacturing, production, or industrial environments. HVAC experience is an asset.
• 5+ years in HR Business Partner or senior HR Manger role with full accountability for employee relations.
• Labor Relations Expertise: Advanced knowledge of labor law.

Skills

Required

• Leadership and problem-solving abilities

Benefits

• Competitive salary + annual performance bonus
• 100% employer-paid medical and dental benefits as of day 1!
• Tele-Health service paid by the employer.
• Retirement savings plan with employer contributions up to 6%
• Dynamic team within a high-growth company
• Company events and team-building activities
• Ongoing training and professional development opportunities
• All job offers at Smardt are conditional to successful background and reference checks, in accordance with applicable laws and regulations.
• Please note that Smardt does not accept unsolicited resumes from recruiters or employment agencies. In the absence of a signed Services Agreement with agency/recruiter, we will not consider or agree to payment of any referral compensation or recruiter fee.