Job description

Prysmian is the world leader in the energy and telecom cable systems industry. Each year, the company manufactures thousands of miles of underground and submarine cables and systems for power transmission and distribution, as well as medium low voltage cables for the construction and infrastructure sectors. We also produce a comprehensive range of optical fibers, copper cables and connectivity for voice, video and data transmission for the telecommunication sector. We are 30,000 employees, across 50 countries. Everyone at Prysmian has the potential to make their mark; because whatever you do, wherever you are based, you will be part of a company that is helping transform the world around us. Make Your Mark at Prysmian! Position Overview: The Human Resources Business Partner (HRBP) serves as the primary HR partner for the McKinney manufacturing operations, providing both strategic and hands-on support to plant leadership and employees. Reporting to the Site HR Manager, this role drives employee engagement, workforce planning, talent development, employee relations, performance management, compliance, and HR operational excellence. The HRBP partners with leaders to foster a high-performance culture, support business objectives, ensure compliance with employment laws and company policies, and deliver positive employee experiences across the facility. Principal Duties & Responsibilities Partner with plant leadership to develop and execute people strategies that support operational and business objectives. Serve as a trusted advisor and coach to managers on employee relations, performance management, workforce planning, organizational effectiveness, and leadership development. Lead employee relations activities, including investigations, conflict resolution, corrective action, and policy interpretation. Drive employee engagement, retention, and culture initiatives through regular employee interaction, feedback mechanisms, and action planning. Support talent management efforts, including succession planning, performance reviews, leadership development, and identification of high-potential talent. Partner with Recruiting and Operations leadership to ensure plant staffing needs are met through effective workforce planning and hiring strategies. Ensure compliance with federal, state, and local employment laws, company policies, and HR procedures. Oversee leave administration, including FMLA, ADA accommodations, and other employee leave programs. Analyze and report workforce metrics to identify trends and support data-driven decision making. Support compensation and labor planning activities, including wage administration, labor cost analysis, and organizational structure reviews. Lead organizational change initiatives and effectively communicate HR programs, policies, and business updates throughout the facility. Promote and reinforce company values, leadership expectations, and a culture of accountability, continuous improvement, and employee development. Knowledge, Skills & Abilities Strong employee relations and conflict-resolution skills. Working knowledge of federal and state employment laws and HR best practices. Ability to build credibility and influence at all levels of the organization. Strong business acumen with the ability to align HR initiatives to operational goals. Experience analyzing HR metrics and using data to drive decisions. Excellent communication, coaching, and change management skills. Ability to manage multiple priorities in a fast-paced manufacturing environment. Proficiency with HRIS systems and Microsoft Office applications. Qualifications Bachelor s degree in Human Resources, Business Administration, or related field. 1-3 years of progressive HR experience, preferably in a manufacturing or operations environment. Experience supporting employee relations, performance management, talent development, and workforce planning. Working knowledge of employment law, leave administration, and HR compliance requirements. PHR, SHRM-CP, SPHR, or SHRM-SCP certification preferred. ----------------------------------------- Job Offer Fraud Alert We take the security of our candidates seriously. Please be aware of job offer scams involving individuals falsely claiming to represent our company. Our company will **never** : Ask for payment, fees, or financial information at any stage of the recruitment process Request passwords, banking details, or copies of personal identification via email or text Extend a job offer without a formal interview process Communicate from non-company email addresses (e.g., Gmail, Yahoo) All legitimate communications from our recruitment team will come from an official company email domain (ending in prysmian.com ). If you believe you have been contacted regarding a fraudulent job offer or are unsure about the authenticity of a message, please contact us directly at narecruiting prysmian.com . Prysmian, as an Equal Opportunity Employer, aims to attract and recruit individuals with diverse backgrounds, skills, and abilities. We strongly believe that diversity brings significant value at all levels of the organization, increasing the possibility of capturing market opportunities and maximizing value for our customers and stakeholders. With Diversity, Equity, and Inclusion (DE&I) as part of our Social Ambition 2030 and a strategic pillar of our Company culture, Prysmian is committed to the development of an organization that prioritizes talent, where people feel respected, included, and free to fully express their potential just as they are. All Managers and HRs in Prysmian are responsible for ensuring DE&I policies are respected during the recruiting process, as well as recognizing and mitigating unconscious biases that must not influence our selection processes. All persons will be considered for employment without regard to their race, ethnicity, religion, nationality, origin, citizenship status, socio-economic status, age, sex, gender identity or expression, sexual orientation, marital status, disability, military service or veteran status, pregnancy, parental leave, medical conditions, or any other characteristic protected by applicable federal, state or local laws. Prysmian will endeavor to make a reasonable accommodation for any disclosed physical or neurological condition or disability of a qualified applicant unless the accommodation would impose an undue hardship on the operation of our business. Visit our DE&I Page to learn more about Prysmian’s commitments. Your application data will be treated according to our Data Protection Policy. If you believe you require assistance to complete this form or to participate in an interview, please contact us at talent.mobility prysmiangroup.com .

Requirements

Must-haves

Make Your Mark at Prysmian!
Principal Duties & Responsibilities
Partner with plant leadership to develop and execute people strategies that support operational and business objectives.
Serve as a trusted advisor and coach to managers on employee relations, performance management, workforce planning, organizational effectiveness, and leadership development.
Lead employee relations activities, including investigations, conflict resolution, corrective action, and policy interpretation.
Drive employee engagement, retention, and culture initiatives through regular employee interaction, feedback mechanisms, and action planning.
Support talent management efforts, including succession planning, performance reviews, leadership development, and identification of high-potential talent.
Partner with Recruiting and Operations leadership to ensure plant staffing needs are met through effective workforce planning and hiring strategies.
Ensure compliance with federal, state, and local employment laws, company policies, and HR procedures.
Oversee leave administration, including FMLA, ADA accommodations, and other employee leave programs.
Analyze and report workforce metrics to identify trends and support data-driven decision making.
Support compensation and labor planning activities, including wage administration, labor cost analysis, and organizational structure reviews.
Lead organizational change initiatives and effectively communicate HR programs, policies, and business updates throughout the facility.
Promote and reinforce company values, leadership expectations, and a culture of accountability, continuous improvement, and employee development.
Knowledge, Skills & Abilities
Strong employee relations and conflict-resolution skills.
Working knowledge of federal and state employment laws and HR best practices.
Ability to build credibility and influence at all levels of the organization.
Strong business acumen with the ability to align HR initiatives to operational goals.
Experience analyzing HR metrics and using data to drive decisions.
Excellent communication, coaching, and change management skills.
Ability to manage multiple priorities in a fast-paced manufacturing environment.
Proficiency with HRIS systems and Microsoft Office applications.

Nice-to-haves

PHR, SHRM-CP, SPHR, or SHRM-SCP certification preferred.

Application prep

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

Platform: workday
Effort: long

Benefits

Benefits detected in the listing.

Parental Leave