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HR Business Partner - 3rd shift at Swagelok

HR Business Partner - 3rd shift

Swagelok Highland Heights, OH Part-Time

Swagelok is a global organization and one of the largest employers of manufacturing talent in Northeast Ohio. We are driven by our core values of Quality, Integrity, Respect for the Individual, Customer Focus, Innovation, and Continuous Improvement, which are demonstrated through our daily actions. For 75 years, our dedication to our core values has been the foundation for our success. Our products have been up into space, down to the bottom of the ocean, and everywhere in between.That same dedication spans to our customers.

Throughout our organization we demonstrate a commitment to these values and those we bring onboard. Whether you want to grow in your role or explore broad opportunities and develop new skillsyoull thrive in a culture that promotes learning and development.

We strive to be a company where we all can do our best work with a true sense of purpose and belonging.

Be Connected. Be Valued. Be You.

We hope youll consider joining our team.

Position Summary

*This is a 3rd shift onsite HRBP position - third shift hours are approximately 8pm-6am 4 days per work or 11pm-7am 5 days per week

The Human Resource Business Partner (HRBP) acts as a strategic partner to the leadership team at a manufacturing site through understanding the unique business conditions of the team and incorporating corporate HR strategy, is the subject matter expert on associate issues at the site. The HRBP is the resource for associates and is relied upon as a subject matter expert on associate question at the site. The HRBP will ensure proper communication and understanding of company benefits, compensation, training, and policy & procedure interpretation. The HRBP will also be responsible for assisting in the development of the site leadership teams.

Essential Duties and Responsibilities

HR Excellence:

  • Ensure that all standard work is followed on a consistent and accurate basis throughout the year so customers have consistent support. Research, ask questions and clarify processes to understand standard work and confirm items are being handled appropriately. This will be measured by HR leadership team through feedback from coaching, from the administration team and from customers.

  • Work towards zero customer disappointment by meeting deadlines for all project work. Provide timely communication responses to support business objectives.

Business Partnership:

  • Know the business being served at a deep level; this requires constant engagement with the management team including attending and participating in all elements of staff meetings and leadership team meetings. Respond quickly and with sound business acumen to shifting priorities based on business need.

  • Provide clear, well organized and accurate information to the business regarding all Corporate Human Resource initiatives (Merit Planning, Organizational Reviews, Promotional Processes, Year End Calibration, Open Enrollment etc.).

  • Organize and scribe Brown Bag Lunches (BBLS), organize themes from the BBLs and present to leadership so the voice of the associate is understood through all levels of the leadership team. Coach Leaders in addressing associate concerns as appropriate after each BBL. Goal is 1 BBL per associate per year.

  • Conduct Exit Interviews for each voluntary departing associate; report back on the individual feedback, and build themes for collective feedback we are receiving from departing associates. Utilize this as one tool in understanding the VOA.

  • Collaborate with business leaders on the creation and implementation of HR strategies and solutions that support the short- and long-term business objectives.

  • Investigate associate issues and complaints in a timely, professional manner; respond to and resolve issues as appropriate. Provide the management team with appropriate advice and counsel on associate issues.

  • Drive performance management, not just on an annual basis but throughout the year by coaching management team on appropriate goal setting, coaching, and feedback

  • Participate in the annual Affirmative Action Planning compensation and position analysis. Understand and explain outliers to the leadership team and recommend corrections as appropriate.

Recruiting and Onboarding:

  • Monitor the labor needs from the labor planning meetings and execute the recruitment processes for the service group. Communicate the recruiting and staffing updates to the business. Participate in the interview process for key positions.

  • Facilitate new leaders in New Leader Assimilation/On-Boarding so their new roles are off to a successful start. Follow standard work to make sure all steps are completed including the On Boarding Competency orientation process for office associates.

  • Partner with site leadership to create relevant onboarding plans for associates and ensure associates are aware of required onboarding courses.

Workforce and Leadership Development:

  • Actively manage the Talent Review process by understanding the standard work, deadlines and communication pieces from the corporate team. Deliver the expectations in a clear and concise manner to the management teams and follow up on all relevant deadlines. Create value for the leadership team by strategically facilitating the annual Local Organizational Review. Assist in challenging though processes, leadership development plans and exit strategies for associates.

  • Conduct regular follow up with line leadership to advance development plans and address any outstanding actions from local talent reviews.

  • Support the development of an appropriate workforce plan that identifies and responds to gaps in the current workforce. Partner with T&D specialists to understand the skill gaps and strengths of the hourly workforce. Partner with leadership on development plans to advance associates skill gaps and levels.

  • Collaborate with Talent Acquisition and Learning and Development to hire and develop appropriate associates to achieve business objectives

Education and/or Work Experience Requirements


  • A Bachelors degree is required

  • 3-5 years of professional experience


  • A Bachelors degree in HR, psychology or business

  • 3+ years of human resource experience.

Skills: Strong computer software skills (i.e. MS Office, Org Plus, etc.), interviewing, facilitation, and presentation skills. Excellent oral and written communication. Must be able to resolve conflict and manage relationships. Exceptional customer service, sense of urgency, and detail orientation is required. Broad organizational knowledge is preferred.

Critical Competencies

Effective Communications


Interpersonal Savvy


Working Conditions and Physical requirements

  • Physical requirements associated with normal office working environment.

  • Ability to operate standard office equipment.

  • Ability to safely and successfully perform the essential job functions consistent with the ADA, FMLA and other federal, state and local standards, including meeting qualitative and/or quantitative productivity standards.

  • Ability to maintain regular, punctual attendance consistent with the ADA, FMLA and other federal, state and local standards.

Swagelok provides a comprehensive package of valuable benefits called Total Rewards focused on health and wellness, compensation, retirement planning, and supplemental rewards.

To apply:

  1. Click Apply Now to the role of interest, create an account if needed, and upload your resume.

  2. If the role requires it, complete an assessment.

  3. Those that match our qualifications will be contacted to schedule a phone interview.

Congratulations on taking the first step to Be Connected. Be Valued. Be You.

Swagelok is proud to be an Equal Opportunity and Affirmative Action Employer. Applicants are selected without regard to race, ethnicity, creed, color, religion, sex (including pregnancy), age, national origin or ancestry, disability, genetic information, veteran/military status, sexual orientation, gender identity, or other protected characteristic under federal, state or local law

Swagelok will make reasonable accommodations in compliance with the Americans with Disabilities Act of 1990,the Americans with Disabilities Act Amendments Act of 2008, and Ohio state law.

This job summary is intended to be brief and does not list all the duties for this position. Nothing in this job description should be construed as an express or implied contract of employment. Swagelok is an at-will employer, which means that either party is free to terminate the employment relationship at any time, without any advanced notice, for any reason or no reason.


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