POSITION PURPOSE

Inspired by nature. Powered by our people. For more than 80 years, BAC has been leading the HVAC, Industrial and Refrigeration industries in developing and implementing customized cooling solutions that not only provide substantial energy savings for customers but conserve the most precious resources on the planet. We are dedicated to innovation, sustainability, and continuous improvement, ensuring we meet the needs of our customers while fostering a positive and productive work environment. We are seeking a skilled and experienced Site Human Resources Business Partner (HRBP) to join our dynamic plant and Americas HR team. The HRBP will play a critical role in executing the plant HR Strategy by providing HR guidance to our manufacturing operations and fostering a culture of excellence and continuous improvement.

PRINCIPLE ACCOUNTABILITIES

• Strategic HR Partnership: Collaborate with HR management to implement HR strategies that support the business objectives and operational needs of the manufacturing plant.
• Employee Relations: Serve as a trusted advisor on all employee relations issues, providing guidance and support to management and employees to resolve conflicts and ensure a positive work environment.
• Performance Management: Drive the performance management process, including goal setting, performance reviews, and development plans, to enhance employee productivity and engagement. Conduct investigations, provide resolution plan for employee complaints/concerns, and monitors follow up on action plans with management.
• Training and Development: Identify training needs and develop programs to enhance employee skills and capabilities, ensuring alignment with business goals and industry standards.
• Compliance: Ensure compliance with all federal, state, and local employment laws and regulations, as well as company policies and procedures.
• Change Management: Support organizational change initiatives by providing guidance on communication strategies, training, and employee engagement.
• HR Metrics and Reporting: Analyze HR metrics and data to identify trends, provide insights, and develop action plans to improve HR processes and support business goals.
• Culture and Engagement: Promote a positive organizational culture by leading employee engagement initiatives and fostering a collaborative and inclusive work environment. Maintain an active presence on the shop floor. Take lead role in community outreach and organizational branding efforts by developing relationships with schools, colleges, and non-profits.

KNOWLEDGE & SKILLS

• Bachelor’s degree in human resources, Business Administration, or a related field; master’s degree preferred.
• Minimum 3 years of HR experience, with a minimum of 1 year in a HRP role within the manufacturing industry is required.
• Proven written and verbal proficiency in Spanish is highly desired.
• The ability to relocate to other US site (Milford, DE or HQ in Jessup, MD), is desired but not required.
• Proven experience in employee relations, talent management, performance management, and organizational development.
• Strong knowledge of federal, state, and local employment laws and regulations.
• Excellent interpersonal and communication skills, with the ability to build effective relationships at all levels of the organization.
• Demonstrated ability to influence and drive change in a fast-paced, dynamic environment.
• Strong analytical and problem-solving skills, with the ability to use data to drive decision-making.
• Proficiency in HRIS systems and Microsoft Office Suite.
• Ability to mentor and coach leaders at all levels with the plant organization.
• Strong collaboration skills with proven ability to build and maintain partnerships and solid working relationships with management and employees.
• Customer focus with strong influencing skills.
• Strong organizational skills with a bias toward action. The ability to operate successfully in a fast-paced environment, embrace change and balance competing priorities.
• Effective oral communication skills including giving group presentations, contributing to teams, as well as one on one interactions with stake holders and employees.
• Effective written communication skills including the ability to produce professional documents, emails, and presentations that are concise, persuasive, and informative.

NATURE & SCOPE

The HR Business Partner, under the supervision of the Human Resources Leader, will provide guidance and direction to the management and employee client base in regard to Human Resources processes. This position will require significant interaction with all levels of the organization. Will participate in or lead cross functional teams representing local and / or regional initiatives. This role has a direct report.

WORKING CONDITIONS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of the job. The position is predominantly an office function and has exposures consistent with an office role with extended periods seated, standing, walking, and entering information on a computer. While performing this job, the employee is regularly required to stand and walk up to 25% of the time. This position requires occasional lifting up to 30 pounds and travel up to 10% of the time. The responsibilities of the job require regular interaction with the production floor. Exposures include elevated noise levels associated with a manufacturing environment, fluctuations in temperature ambient conditions as well as intermittent exposure to the weather in and about the yard and dock areas. The job is a Monday through Friday daytime role; however, availability is expected for any of the three operating shifts to support team member needs.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)