Job description

We are seeking an experienced, high-performing Human Resources Business Partner who thrives in a fast-paced, multi-site manufacturing environment. This is a highly visible and hands-on role for an HR professional who can move seamlessly between coaching leaders, resolving employee relations matters, supporting workforce priorities, and ensuring employees receive fair, consistent, and responsive HR support. As the HRBP, you will serve as a trusted partner to plant and operational leaders across multiple locations. You will help leaders translate business needs into practical people solutions, strengthen leadership capability, and create an employee experience built on accountability, trust, safety, inclusion, and respect. Successful candidates will bring significant HR generalist and employee relations experience, strong business judgment, and the ability to independently support geographically dispersed locations. Experience working in a unionized environment is highly preferred. Multi-site HR support experience is required. What You’ll Do Serve as a Trusted Business Partner • Act as the primary HR partner for assigned manufacturing locations and operational leaders. • Develop strong, credible relationships with plant leadership, frontline supervisors, and employees. • Understand the operational needs and workforce dynamics of each location and translate them into practical HR solutions. • Coach leaders on performance management, employee relations, organizational effectiveness, talent decisions, and effective people leadership. • Provide leaders with direct, thoughtful, and solutions-oriented guidance while reinforcing accountability and consistent people practices. Lead Employee and Labor Relations • Manage employee relations matters, including attendance, performance concerns, workplace conduct, disciplinary actions, and employee complaints. • Conduct timely, thorough, objective, and well-documented workplace investigations. • Partner with leaders to ensure employee concerns are addressed fairly, consistently, and in accordance with company policies and applicable requirements. • Support labor relations activities at unionized locations, including contract interpretation, grievance management, leader guidance, and partnership with regional HR and legal resources. • Identify and appropriately escalate complex, sensitive, or higher-risk employee and labor relations matters. • Maintain accurate, timely, and legally sound documentation. Support Multiple Manufacturing Locations • Provide consistent HR support across assigned sites while recognizing the operational needs and workforce characteristics of each location. • Establish a visible and accessible HR presence with leaders and employees, both on-site and remotely. • Balance priorities across locations and respond effectively to changing operational and employee needs. • Travel between assigned sites as necessary to build relationships, address workforce matters, and support leaders. • Help create consistency across locations while allowing for appropriate local execution. Strengthen Workforce Performance • Partner with leaders and HR Operations on workforce planning, staffing needs, compensation actions, performance cycles, talent reviews, and training deployment. • Monitor workforce indicators such as turnover, attendance, vacancies, employee relations trends, and performance concerns. • Use workforce data and operational insight to identify risks, recommend actions, and improve employee retention and organizational effectiveness. • Support organizational changes, workforce transitions, and other business initiatives with thoughtful planning and clear communication. • Help leaders recognize, develop, and retain high-performing employees. Advance Engagement and Culture • Champion a workplace where employees feel valued, respected, included, and accountable for results. • Support employee engagement initiatives and partner with leaders to develop meaningful action plans based on employee feedback. • Promote positive employee experiences through visible, responsive, and solutions-focused HR partnership. • Encourage open communication and help leaders address concerns before they become larger organizational issues. • Model sound judgment, integrity, consistency, and respect in every interaction. Ensure Compliance and Operational Excellence • Promote the consistent application of HR policies, programs, and employment practices across assigned locations. • Help leaders understand not only what a policy requires, but how to apply it fairly and effectively. • Partner with internal resources on accommodations, leaves, benefits enrollment, workers’ compensation, safety-related matters, and other employee needs. • Collaborate with HR Operations and Centers of Excellence to deliver enterprise HR programs effectively. • Identify recurring workforce or policy issues and recommend opportunities to improve processes, communication, and leader capability. What You’ll Bring Required Qualifications • Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field. • At least five years of progressive HR generalist or HR business partner experience, preferably supporting manufacturing, distribution, or operational environments. • Demonstrated experience supporting multiple sites, locations, or geographically dispersed leaders and employee populations. • Strong employee relations experience, including workplace investigations, performance management, corrective action, and conflict resolution. • Experience supporting hourly and frontline employee populations. • Working knowledge of employment practices, HR compliance, and the consistent application of workplace policies. • Ability to independently prioritize competing needs and manage sensitive matters with discretion. • Willingness and ability to travel among assigned locations based on business needs. • Strong written and verbal communication skills, sound judgment, and the confidence to coach and appropriately challenge leaders. Highly Preferred Qualifications • Experience supporting employees and leaders in a unionized manufacturing or industrial environment. • Working knowledge of collective bargaining agreements, grievance processes, contract interpretation, and labor-management relationships. • Experience partnering with plant managers and operations leaders in a multi-shift environment. • Professional HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP. • Experience using HR systems and workforce data to identify trends and guide business decisions. What Success Looks Like The successful HRBP will: • Earn credibility as a trusted and responsive partner to leaders and employees. • Build productive relationships across multiple locations and levels of the organization. • Address employee and labor relations matters promptly, objectively, and consistently. • Strengthen leader capability and reduce dependency on reactive HR intervention. • Use workforce data and operational insight to identify issues early and drive practical action. • Improve consistency while recognizing the unique needs of each site. • Demonstrate a strong sense of ownership and follow through on commitments. • Protect the organization while creating a fair, respectful, and positive employee experience. Our Culture and Values At Gibraltar, we are makers, practical innovators, and problem-solvers who take pride in getting things done and making a difference. Our culture is grounded in collaboration, customer focus, continuous improvement, ethical decision-making, safety, and respect for different perspectives and experiences. Our values guide how we lead and work: • Make It Better: We challenge ourselves and our way of thinking, continually raising the bar and setting new standards. • Make It Right: We do the right thing for one another, our customers, and our communities while holding ourselves to the highest standards of ethics and safety. • Make It Together: We collaborate with our customers and one another, recognizing that teamwork and an inclusive culture make us stronger. • Make an Impact: We embrace change and deliver meaningful value to our customers, investors, employees, and communities. In this role, those values mean approaching difficult situations with integrity, treating employees consistently and respectfully, helping leaders improve, and building solutions that strengthen both the business and the employee experience. Why Join Us? This is an opportunity to influence the employee experience across multiple manufacturing locations while partnering closely with leaders who are responsible for delivering meaningful operational results. You will have the ability to strengthen leadership practices, shape workplace culture, and make a visible impact on employees, teams, and the business. If you are an experienced HR professional who combines strong employee relations capability with business judgment, operational awareness, and a genuine commitment to people, we would welcome the opportunity to learn more about you. Gibraltar is an Equal Employment Opportunity Employer and considers applicants without regard to legally protected characteristics. Reasonable accommodations are available, consistent with applicable law, for individuals who need assistance participating in the application process.

Requirements

Must-haves

What You’ll Do
Serve as a Trusted Business Partner
Act as the primary HR partner for assigned manufacturing locations and operational leaders.
Develop strong, credible relationships with plant leadership, frontline supervisors, and employees.
Understand the operational needs and workforce dynamics of each location and translate them into practical HR solutions.
Coach leaders on performance management, employee relations, organizational effectiveness, talent decisions, and effective people leadership.
Provide leaders with direct, thoughtful, and solutions-oriented guidance while reinforcing accountability and consistent people practices.
Lead Employee and Labor Relations
Manage employee relations matters, including attendance, performance concerns, workplace conduct, disciplinary actions, and employee complaints.
Conduct timely, thorough, objective, and well-documented workplace investigations.
Partner with leaders to ensure employee concerns are addressed fairly, consistently, and in accordance with company policies and applicable requirements.
Support labor relations activities at unionized locations, including contract interpretation, grievance management, leader guidance, and partnership with regional HR and legal resources.
Identify and appropriately escalate complex, sensitive, or higher-risk employee and labor relations matters.
Maintain accurate, timely, and legally sound documentation.
Support Multiple Manufacturing Locations
Provide consistent HR support across assigned sites while recognizing the operational needs and workforce characteristics of each location.
Establish a visible and accessible HR presence with leaders and employees, both on-site and remotely.
Balance priorities across locations and respond effectively to changing operational and employee needs.
Travel between assigned sites as necessary to build relationships, address workforce matters, and support leaders.
Help create consistency across locations while allowing for appropriate local execution.
Strengthen Workforce Performance
Partner with leaders and HR Operations on workforce planning, staffing needs, compensation actions, performance cycles, talent reviews, and training deployment.
Monitor workforce indicators such as turnover, attendance, vacancies, employee relations trends, and performance concerns.

Nice-to-haves

Highly Preferred Qualifications

Application prep

Use the role’s language and application details while tailoring your materials.

Platform: ukg
Effort: medium