Human Resource Business Partner (HRBP)

TSC is seeking an experienced Human Resources Business Partner (HRBP) to support our growing organization. This role is critical in driving HR strategies that align with business priorities while fostering a positive employee experience across a fast-paced manufacturing environment. This role will primarily support managers and employees within the Production and Manufacturing organization. The Senior HRBP will partner closely with operational leadership and frontline teams to support workforce engagement, organizational effectiveness, safety, compliance, and operational performance in a fast-paced manufacturing environment. The successful candidate will build and maintain strong relationships across operations, program, and corporate functions while supporting key initiatives including employee relations, performance management, workforce planning, compensation, succession planning, and organizational growth. This role requires the ability to independently solve complex challenges, provide practical HR guidance, and align HR initiatives with evolving business needs. The ideal candidate will have a strong understanding of manufacturing operations, including production line dynamics, shift scheduling, and process improvement. This position also partners with engineering and operations teams to develop HR solutions that support production initiatives and business objectives. The candidate is a self-starter with a practical, solution-oriented approach to HR challenges. This position requires strong analytical capabilities, excellent communication skills, and the ability to build productive relationships across all levels of the organization. This position will be a hybrid role, it requires the ability to work onsite 3 days a week at TSC’s Huntsville, AL facility and remote for 2 days. Key Responsibilities Align workforce and talent strategies that include forecasting labor requirements, identifying skills gaps, and supporting training initiatives. Partner with managers to improve retention and engagement within high-turnover operational areas. Serve as a trusted advisor to managers and employees on employee relations matters, HR policies, performance management, and workplace concerns. Support managers in addressing employee performance matters, including coaching conversations, performance improvement plans (PIPs), and corrective action plans. Conduct and support investigations into employee misconduct, policy violations, and performance concerns, recommending appropriate courses of action. Foster a culture of quality, safety, accountability, and continuous improvement within the manufacturing environment. Support HR initiatives associated with facility expansions, new product launches, and operational process changes. Partner with managers to review and design shift schedules that support production demands, operational needs, and employee well-being. Research and resolve employee-related issues in alignment with company policies and procedures. Ensure accurate and timely maintenance of employee data within the HRIS system. Develop and maintain HR metrics and reporting to identify trends and support data-driven decision-making. Maintain documentation related to employee counseling, investigations, and corrective actions in accordance with company policy. Support HR audits and compliance efforts, including FLSA, SCA, DCAA, and OFCCP requirements. Facilitate performance management processes, including manager training, review completion tracking, and trend analysis. Partner with leadership to identify employee development needs and ensure required training, certifications, and licenses remain current. Support employee and manager questions related to benefits and compensation programs. Assist with compensation initiatives including salary equity reviews and pay band analysis. Analyze employee data related to attrition, engagement, and workforce trends, recommending actions based on findings. Partner with leadership on succession planning and identification of high-potential employees. Required Qualifications Bachelor’s degree in human resources, business, or a related field plus 6 or more years of progressive HR experience as a full-function HR Generalist or HR Business Partner. Extensive experience using Workday or similar HCM systems. Strong understanding of manufacturing operations and assembly line processes. Demonstrated knowledge of federal and state employment laws, including Title VII, ADA, ADEA, FMLA, FLSA, SCA, and related regulations. Proven ability to coach and advise leaders on employee relations, performance management, and sensitive workplace matters with diplomacy and discretion. Experience conducting confidential workplace investigations and recommending appropriate actions based on findings. Strong communication and relationship-building skills with the ability to effectively partner across all levels of the organization. Strong analytical skills with the ability to interpret and present data to support business and workforce decisions. Demonstrated ability to maintain confidentiality and protect sensitive employee information. Ability to operate effectively in unclear situations and solve problems independently. Technical aptitude and curiosity to leverage HR technology and improve process efficiency. Experience supporting compensation-related activities such as salary equity audits, pay band reviews, and compensation-related training initiatives. Preferred Qualifications: Professional certification in Human Resources (e.g., SHRM-CP/SHRM-SCP, PHR/SPHR) preferred. TSC Benefits: TSC offers a stable work environment, a competitive salary, and a comprehensive benefit package; including ESOP participation, 401k Plan, Flexible Work Schedules, Tuition Reimbursement, Co-Sponsored Health Plan, Paid Leave and much more. Applying to TSC: Only those candidates invited for an interview will be contacted. Employment at TSC is contingent upon the successful completion of a comprehensive background check, security investigation, and drug screening. This contractor and subcontractor shall abide by the requirements of 41 CFR 60–1.4(a), 60–300.5(a) and 60–741.5(a). These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, sex, sexual orientation, gender identity, national origin, or for inquiring about, discussing, or disclosing information about compensation. Moreover, these regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.