HR Business Partner - Aftermarket

HR Partner – FMSI Sites

Position Summary

Fives Grinding & Lewis is seeking an experienced and hands-on Human Resources Agent to take the lead all HR activities for our Business Objectives within manufacturing and aftermarket operations.  This role serves as the primary HR business partner for leaders and employees, providing strategic and operational support across talent acquisition, employee relations, performance management, compensation administration, talent development, culture initiatives, workforce planning, and HR compliance.

A significant focus of this position is driving recruitment excellence and managing the complete employee lifecycle through accurate HRIS administration, including onboarding, offboarding, employee changes, reporting, organizational updates, and workforce analytics. The HR role acts as the local liaison between employees, managers, and Corporate HR Centers of Excellence for benefits and payroll administration, ensuring accurate data flow and exceptional employee support.

The ideal candidate will thrive in a fast-paced manufacturing environment, possess strong business partnership capabilities, and be equally comfortable supporting strategic initiatives and day-to-day HR operations.

Essential Duties and Responsibilities

Talent Acquisition & Workforce Planning

• Lead full-cycle recruitment efforts for hourly, salaried, technical, professional, and leadership positions.
• Partner with hiring managers to develop recruiting strategies aligned with business objectives.
• Manage requisition approvals, candidate sourcing, screening, interviewing, selection, and offer processes.
• Build talent pipelines through community partnerships, technical schools, universities, industry associations, and networking events.
• Develop and maintain relationships with staffing agencies and external recruitment partners.
• Monitor recruiting metrics including time-to-fill, quality of hire, candidate experience, and sourcing effectiveness.
• Support workforce planning initiatives to address current and future staffing needs.
• Enhance the employer brand through recruitment marketing and community engagement activities.

HR Ops & HRIS Administration

• Serve as the site owner for employee data management and workforce records.
• Ensure timely and accurate HRIS transactions related to:
• New hires
• Promotions
• Transfers
• Organizational changes
• Compensation updates
• Leaves of absence
• Employee status changes
• Terminations and retirements
• Coordinate and manage onboarding and offboarding processes to ensure compliance and positive employee experiences.
• Maintain employee records and ensure compliance with internal policies and legal requirements.
• Generate workforce reports and dashboards related to headcount, turnover, recruiting, demographics, organizational structure, and other key HR metrics.
• Support audits and compliance reporting requirements.
• Identify opportunities to improve HR processes, workflows, and data accuracy.

Employee Relations & Leadership Support

• Serve as the primary point of contact for employee relations matters.
• Coach managers on performance, attendance, conduct, engagement, and employee development issues.
• Conduct workplace investigations and recommend appropriate courses of action.
• Partner with leaders to promote consistent application of company policies and practices.
• Assist with conflict resolution and foster a positive employee relations environment.
• Support employee communication initiatives and change management efforts.

Performance Management & Talent Development

• Administer performance management processes and annual review cycles.
• Coach managers on goal setting, performance feedback, and employee development planning.
• Identify organizational talent needs and development opportunities.
• Support succession planning and leadership development initiatives.
• Facilitate employee training and development programs as needed.

Compensation Administration

• Support compensation planning activities and annual salary review processes.
• Conduct compensation benchmarking and market pricing analysis in partnership with Corporate HR.
• Prepare compensation recommendations for promotions, transfers, and new hires.
• Ensure compensation practices are applied consistently and equitably.

Employee Engagement & Culture

• Lead employee engagement and retention initiatives.
• Plan and coordinate employee recognition programs, celebrations, and site events.
• Support wellness, community involvement, and culture-building activities.
• Partner with leadership to strengthen employee engagement and organizational culture.
• Analyze employee feedback and recommend action plans for continuous improvement.

Benefits & Payroll Coordination

• Serve as the local employee resource for benefits and payroll-related questions.
• Partner with Corporate HR and Payroll teams to ensure accurate employee data and timely processing.
• Assist employees with benefit enrollment support, life event changes, payroll questions, and issue resolution.
• Submit and validate required employee data changes impacting benefits and payroll administration.
• Escalate complex issues to Corporate HR and Payroll as appropriate.

Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws and regulations.
• Maintain compliance with company policies and HR procedures.
• Support affirmative action, EEO, labor law posting, and employment record requirements.
• Assist with internal and external audits as necessary.
• Maintain confidentiality of employee and company information.

Qualifications

Education

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required.

Experience

• 10+ years of progressive Human Resources experience.
• Experience managing full-cycle recruitment and talent acquisition programs required.
• Experience within manufacturing, industrial, engineering, or technical environments strongly preferred.
• Experience administering HRIS systems and maintaining employee data records.
• Demonstrated experience in employee relations, performance management, and compensation administration.
• Experience supporting leaders across multiple organizational levels.

Preferred Certifications

• SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.

Knowledge, Skills, and Abilities

• Strong expertise in talent acquisition and workforce planning.
• Strong HRIS and employee data management capabilities.
• Working knowledge of federal and state employment laws.
• Experience generating and analyzing HR metrics and workforce reports.
• Ability to manage confidential and sensitive information with discretion.
• Excellent interpersonal, communication, coaching, and influencing skills.
• Strong organizational and project management capabilities.
• Ability to work independently and manage multiple priorities.
• Proficiency with Microsoft Office, HRIS systems, and reporting tools.
• Demonstrated commitment to customer service and employee experience.