HR Business Partner

Requirements

• To perform this job successfully, an individual must be able to perform each essential function satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• Education & Experience
• Bachelor's degree in human resources, business administration, associate relations, or a related field.
• Minimum of five (5) years of progressively responsible professional experience in Human Resources, preferably in a manufacturing or operational environment.
• Demonstrated experience across core HR disciplines, including associate relations, performance management, recruiting, compensation and benefits, learning and development, and change management.
• Licenses & Certifications
• PHR or SHRM-CP certification preferred.
• Skills & Abilities
• Strong working knowledge of employment law and HR best practices.
• Proven ability to coach leaders and influence decision-making at multiple levels of the organization.
• Excellent communication, consultation, and conflict resolution skills.
• High degree of integrity, discretion, and ability to maintain confidentiality.
• Strong problem-solving and continuous improvement mindset.
• Ability to effectively use HR systems, business tools, and office technology used within the MillerKnoll environment.
• Bilingual (English/Spanish) desired.
• PHYSICAL DEMANDS
• Who We Hire?
• Simply put, we hire qualified applicants representing a wide range of backgrounds and abilities. MillerKnoll is comprised of people of all abilities, gender identities and expressions

Additional Information

Why join us? Our purpose is design for the good of humankind. It's the ideal we strive toward each day in everything we do. Being a part of MillerKnoll means being a part of something larger than your work team, or even your brand. We are redefining modern for the 21st century. And our success allows MillerKnoll to support causes that align with our values, so we can build a more sustainable, equitable, and beautiful future for everyone. GENERAL PURPOSE The Human Resources Business Partner (HRBP) initiates, implements, and applies human resource processes, policies, and practices in a manner that positively impacts business outcomes. This role provides direct HR partnership and support to a manufacturing client group based at East Greenville, Pennsylvania, partnering closely with site and functional leadership across pay administration, talent management, performance management, leadership and associate development, talent acquisition, organizational change, and associate relations. This role is fully onsite and is a critical, hands-on HR presence supporting daily operations and leadership decision-making at the East Greenville facility. ESSENTIAL FUNCTIONS Serve as a Human Resources Business Partner to business leaders, providing guidance on associate relations matters, policy interpretation, and consistent application of company practices. Partner with leaders on talent strategies including workforce planning, staffing, onboarding, talent reviews, and succession planning. Support performance management processes, including goal setting, coaching, feedback, corrective action, and development planning. Lead and support associate relations investigations, including matters related to harassment, discrimination, workplace conduct, and policy compliance, recommending and facilitating appropriate corrective actions. Coordinate and deliver learning and development initiatives that build leadership capability and improve individual and organizational performance. Collaborate with leaders to identify and implement proactive initiatives that improve workforce effectiveness, engagement, and retention. Partner with Talent Acquisition to manage the selection and hiring of candidates who meet the evolving talent needs of the business. Participate in and lead cross-functional projects related to HR policies, programs, and process improvements. Support organizational change initiatives by advising leaders and associates through transitions while maintaining engagement and trust. Respond accurately and timely to associate questions related to workplace policies, compensation, benefits, development, and performance. Monitor associate sentiment, engagement, and retention metrics; identify trends and partner with leaders on targeted action plans. Collaborate with enterprise HR partners (Compensation, Benefits, Payroll, Talent, HR Operations) to ensure effective execution of HR programs at the site. Perform additional duties and special projects as assigned to support site and business objectives.

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