Human Resource Business Partner (HRBP), Associate/Director
- Compensation
- $150K–$190K / yr
- Location
- Orangeburg, New York, United States
- Work setup
- Onsite
- Seniority
- Not specified
- Employment
- Full time
- Experience
- 5+ years
- Category
- Hr
- Posted
Skills
Must have
- Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred.
- Minimum of 10–15 years of progressive HR experience, including at least 5 years in a leadership or HRBP role supporting large, complex organizations.
- Experience in a manufacturing, healthcare, or pharmaceutical environment preferred.
- Demonstrated success partnering with senior leaders to develop and execute people strategies aligned with business objectives.
- Experience leading and developing HR teams and managing union and non-union employee populations.
- Comprehensive understanding of federal, state, and local employment laws and regulations (FLSA, FMLA, ADA, NLRA, etc.).
- Strong working knowledge of collective bargaining agreements, grievance procedures, and labor relations principles.
- Familiarity with compensation structures, talent management processes, performance management systems, and employee engagement strategies.
- Proficient in HRIS platforms (UltiPro, Workday, or equivalent) and data-driven decision-making tools.
Full description
Driven by a commitment to research, quality and service, PDI, Inc. provides innovative products, educational resources, training and support to prevent infection transmission and promote health and wellness. Encompassing 3 areas, our Healthcare, Sani Professional and Contract manufacturing divisions, we develop, manufacture and distribute leading edge products for North America and the world. We have several locations across the US and are looking for new Associates to join our team!
POSITION SUMMARY
The Director, HR Business Partner (HRBP) serves as the strategic HR leader supporting all Operations and Quality functions, representing a combined workforce of approximately 700 employees, including 450 union associates and 250 salaried professionals. This role partners closely with senior leadership to drive a high-performance culture, ensure organizational readiness, and implement human capital strategies that align with business objectives in a regulated manufacturing environment.
**ESSENTIAL FUNCTIONS AND BASIC DUTIESStrategic HR Leadership:
**Partner with the SVP of Operations & Quality and site leadership to develop and execute people strategies that strengthen engagement, retention, succession planning, and workforce capability.
**Team Leadership & Development:
**Lead, coach, and develop a three-person HR team (Manager, Generalist, and Temp Admin) to deliver proactive, high-quality HR support and consistent service across Operations and Quality.
**Employee & Labor Relations:
**Manage complex employee relations matters, investigations, and grievance processes, ensuring compliance with the collective bargaining agreement, employment laws, and company policy. Advises Operations leadership on contract provisions, dispute resolution, and compliance with company policies and labor law.
**Organizational Effectiveness:
**Support organizational design and process improvement efforts to optimize productivity and employee engagement. Lead change management initiatives that align with evolving business needs.
**Talent Management & Workforce Planning:
**Collaborate with business leaders to identify capability gaps, implement succession planning, and drive leadership development initiatives that strengthen bench strength and readiness for future growth.
**Policy, Compliance & HR Operations:
**Oversee HR policy development and implementation, ensuring compliance with federal, state, and local employment laws (EEO, FMLA, FLSA, ADA, etc.).
**Compensation & Performance Management:
**Partner with Corporate HR and Total Rewards to support annual performance management and compensation planning cycles, ensuring pay equity and alignment with company goals.