Human Resources Business Partner

Human Resources Business Partner page is loaded## Human Resources Business Partnerremote type : On Sitelocations : Thomaston, Connecticuttime type : Full timeposted on : Posted 12 Days Agojob requisition id : R1000052Silgan Dispensing is a global manufacturer of packaging solutions that help brands enhance lives. Our broad portfolio of trigger sprayers, pumps, fine mist sprayers, and closures are used by iconic brands for personal care, beauty, fragrance, home, garden, and healthcare markets.Headquartered in Richmond, Virginia, the Silgan Dispensing team includes approximately 6,000 employees across North America, South America, Asia, and Europe. We are proud to have created a diverse workforce that is innovative, sustainably focused, respectful, inclusive, driven to excel and customer-oriented — held together by the belief that we are best when we work as One Team. Our culture of engagement, collaboration and accountability is what enables us to be the dispensing partner brands rely on to grow their business. The Role : The HR Business Partner (HRBP) acts as a strategic advisor to the Plant Manager, developing and implementing human capital strategies that enhance business performance and customer satisfaction. This role supports manufacturing operations by addressing complex HR challenges, advocating for the business value of HR initiatives, and driving both short-term and long-term organizational goals. The HRBP ensures alignment between HR initiatives and business objectives, promotes compliance, and supports employee relations and development to foster productivity and engagement. What You Will Do :

• Serve as the primary HR advisor for site-level operations, providing expert guidance on all HR matters
• Align HR strategies with business objectives, track progress, and drive HR initiatives to support site goals
• Partner with operations leaders to ensure optimal staffing and workforce planning
• Support supervisors, managers, and leaders in implementing and maintaining a consistent compensation philosophy
• Facilitate succession planning, employee retention strategies, and high-potential employee development
• Build trusted relationships across functions and with both salaried and hourly employees
• Actively engage with hourly staff by maintaining a visible presence on the plant floor
• Manage and resolve complex employee relations issues while fostering a positive and productive work environment
• Provide coaching and support to managers on employee relations matters, ensuring consistency and fairness
• Conduct investigations and implement appropriate disciplinary actions when necessary
• Lead initiatives related to recruitment, onboarding, and employee retention
• Develop and implement performance management processes to enhance workforce effectiveness
• Identify training and development needs, facilitating programs that support employee growth
• Support career development planning and succession management strategies
• Ensure compliance with labor laws, company policies, and best HR practices
• Stay up to date on changes in employment laws and HR regulations, working with legal counsel as needed
• Provide guidance on HR policies, procedures, and workplace compliance
• Oversee HR metrics, reporting, timekeeping, and system support
• Support safety initiatives, including workers' compensation processes and risk mitigation strategies
• Maintain accurate and confidential employee records in compliance with legal and company standards
• Lead HR projects and transformation initiatives, focusing on change management and leadership development
• Partner with business leaders to address workforce challenges and translate them into actionable HR strategies
• Analyze HR metrics to identify trends, assess business impact, and drive continuous improvement
• Work closely with management to ensure employees have the skills and resources necessary for success
• Coach leaders on employee engagement, motivation, and effective management practices
• Manage local HR team Who You Are (Basic Qualifications) :
• Bachelor's degree in Human Resources, Business Administration, or a related field
• 3-5+ years of progressive HR experience, preferably in a manufacturing or corporate environment
• Experience working in a strategic HR role, partnering with plant leadership to drive initiatives
• Experience developing and partnering with front line supervisors
• Proven ability to manage complex employee relations cases, including investigations and conflict resolution
• Strong background in talent management, succession planning, and workforce development
• Experience in implementing HR initiatives that drive business performance
• Experience analyzing, interpreting, and presenting data to leaders
• Strong knowledge of employment laws and practices Skills & Competencies : Strategic Thin king : Ability to align HR strategies with business goals and influence decision-making Employee Relations Exper tise : Strong knowledge of labor laws, conflict resolution, and workplace compliance ance.HR Policy & Compli ance : Deep understanding of federal, state, and local employment laws Change Manage ment : Proven experience leading HR transformation initiatives Data-Driven Decision Ma king : Ability to analyze HR metrics and translate them into actionable insights Communication & Relationship-Buil ding : Strong interpersonal skills to build trust with employees, managers, and leadership Coaching & Leadership Develop ment : Experience coaching managers on best HR practices, leadership development, and performance management HR Systems & Techno logy : Proficiency in HRIS, timekeeping, and reporting tools Project & Program Manage ment : Ability to manage HR initiatives, drive process improvements, and execute change management strategies What Will Put You Ahead : Experience working in a manufacturing / industrial environment
• Advanced degree, SHRM-CP / SCP or SPHR certification
• Workday experience
• Experience with project management LIMITATIONS AND DISCLAIMER The above job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required for the position. All job requirements are subject to possible modification to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or other employees. This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position. Employees will be required to follow any other job-related instructions and to perform other job-related duties requested by their supervisor in compliance with Federal and State Laws. Requirements are representative of minimum levels of knowledge, skills and / or abilities. To perform this job successfully, the employee must possess the abilities or aptitudes to perform each duty proficiently. Continued employment remains on an "at-will" basis. Silgan is an Equal Opportunity Employer. We consider applicants for all positions without regard to race, color, religion, sex, national origin, age, marital status, or the presence of a disability, which would not prevent the performance of essential job duties with, or without reasonable accommodation of any other protective status. Silgan is a drug-free workplace.

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