Senior HR Business Partner

We are looking for a seasoned, strategic Senior HR Business Partner to act as a primary advisor to our site leadership team. This role is built for a proactive leader who excels in complex industrial settings, can champion culture shifts, and offers expert guidance on labor relations and organizational growth.

Key Responsibilities:

• Serves as a vital member of the site leadership team, aligning people strategies with business goals to drive operational results.
• Directs all labor relations activities, including lead roles in CBA negotiations, grievance resolution, and fostering a balanced, productive industrial climate.
• Acts as a high-level consultant to management on sensitive personnel matters, with the authority to influence organizational design and policy decisions.
• Collaborates with site leads to implement culture-building initiatives that promote high performance, improve retention, and boost team morale.
• Designs and oversees strategies for talent acquisition, leadership development, and succession planning to ensure long-term technical and operational readiness.
• Oversees the site’s performance management frameworks, ensuring that talent development and calibration are directly linked to our strategic milestones.
• Drives the efficient delivery of HR services, refining processes to keep pace with the site’s fast-moving operational requirements.

Requirements:

• College graduate, preferably in Behavioural Science, Industrial Psychology, or Business Management.
• Minimum of at least fifteen (15) years of comprehensive HR experience, with a proven track record in Recruitment, L&D, Performance Management, and Succession Planning.
• Demonstrates strength and deep experience in Labor & Employee Relations (including CBA negotiations) is essential.
• At least five (5) years of experience in a supervisory or management function within a manufacturing or industrial setting.
• Must be a self-directed professional with the maturity to operate independently and with the drive to lead organizational change