Senior HR Business Partner

Stahl/Scott Fetzer Company

As a part of the global industrial organization Marmon Holdings—which is backed by Berkshire Hathaway—you’ll be doing things that matter, leading at every level, and winning a better way. We’re committed to making a positive impact on the world, providing you with diverse learning and working opportunities, and fostering a culture where everyone’s empowered to be their best.

Who We Are

Stahl is part of Marmon Holdings, a global industrial organization backed by Berkshire Hathaway. As part of the Marmon HDCM Platform, Stahl combines its own established business identity and expertise with the resources and support of a larger organization.

What You'll Do

The Senior HR Business Partner serves as Stahl's primary HR leader and strategic partner to the President and leadership team. This hands-on role leads the day-to-day HR function while helping drive business transformation, strengthen leadership and culture, improve safety and workforce stability, and build organizational capability for sustainable growth.

The Senior HR Business Partner balances strategic business partnership with hands-on execution, leveraging Platform, Marmon, and corporate resources to support business objectives.

Business Partnership & Organizational Effectiveness

• Partner with the President and leadership team to translate business priorities into workforce, organizational, talent, and leadership strategies.
• Identify workforce risks and capability needs, developing practical solutions that support continued transformation and operational excellence.
• Align organizational and talent priorities with business growth, Lean/continuous improvement, automation, outsourcing, and evolving operational needs.
• Partner with leaders to clarify roles and accountabilities, simplify work, and implement organizational and process changes that improve effectiveness.
• Lead the people and change-management aspects of business transformation, including communication, stakeholder readiness, leadership alignment, adoption, and reinforcement.
• Analyze workforce metrics, including turnover, absenteeism, staffing, engagement, safety, and talent trends, to identify risks and measure results.

Talent, Leadership & Culture

• Lead workforce planning, talent reviews, succession planning, leadership development, and performance management to strengthen organizational capability and bench strength.
• Oversee hourly and salaried talent acquisition and onboarding strategies to support current staffing requirements and future business needs.
• Partner with Platform HR and business leaders on job profiles, job levels, compensation, and wage structures to support market competitiveness and internal alignment.
• Coach leaders and frontline supervisors to strengthen leadership effectiveness, accountability, communication, employee development, and performance management.
• Translate employee engagement and workforce data into actionable strategies that improve retention, communication, leadership effectiveness, and the overall employee experience.
• Build leadership capability through practical development programs, coaching, tools, and ongoing reinforcement.

HR Operations & Employee Relations

• Provide visible, hands-on HR leadership across multiple shifts, including employee relations, investigations, policy interpretation, performance issues, corrective action, and compliance.
• Advise leaders on complex employee and organizational matters, balancing business needs, employee experience, consistency, and risk.
• Lead execution of core HR programs and employee lifecycle processes, including onboarding, compensation, job evaluation, performance management, and retention initiatives.
• Oversee leave administration, accommodations, workers' compensation coordination, return-to-work processes, HR records, reporting, documentation, and compliance activities.
• Ensure consistent execution of HR practices and programs while effectively leveraging Platform, Marmon, and corporate resources and expertise.

Safety & Workforce Effectiveness

• Partner with operations and safety leaders to strengthen safety culture, leadership accountability, employee involvement, and follow-through.
• Use workforce and organizational insights to identify people-related contributors to safety, attendance, turnover, productivity, and operational performance.
• Support organizational, workforce, and process changes that improve employee capability, operational efficiency, and sustainable business performance.

What You Need

• Bachelor's degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and experience.
• 8+ years of progressive HR experience, including employee relations, leadership coaching, talent management, and advising senior business leaders.
• Experience in manufacturing or a similar operational environment required, preferably supporting a multi-shift workforce.
• Demonstrated experience leading organizational change, strengthening leadership capability, and implementing HR programs in a changing business environment.
• Strong knowledge of employee relations, investigations, performance management, talent acquisition and development, compensation, workforce planning, and employment law.
• Ability to use workforce data and business insights to identify issues, develop solutions, and measure results.
• Ability to balance strategic business partnership with hands-on HR execution while managing multiple priorities in a fast-paced environment.
• Strong business acumen, communication, coaching, facilitation, analytical, and project-management skills.
• Proficiency with Microsoft Office and HR information systems, with sound judgment and discretion when handling sensitive and confidential information.

Work Environment & Physical Requirements

• This position operates in both an office environment and on the production floor.
• Regular use of standard office equipment, including computers, photocopiers, and phones.
• Production floor temperatures may be warm in the summer and cool in the winter.
• Safety shoes, safety glasses, and hearing protection are required when entering the production floor.

Following receipt of a conditional offer of employment, candidates will be required to complete additional job-related screening processes as permitted or required by applicable law.

We are an equal opportunity employer, and all applicants will be considered for employment without attention to their membership in any protected class. If you require any reasonable accommodation to complete your application or any part of the recruiting process, please email your request to [email protected], and please be sure to include the title and the location of the position for which you are applying.