HR Business Partner (HRBP) – Temporary Workforce, Manufacturing

Role Summary

The HR Business Partner (HRBP) for the temporary workforce serves as a strategic and operational liaison between manufacturing leadership, staffing vendors, and temporary employees. This role ensures alignment between labor needs and business objectives, while fostering a compliant, productive, and safe environment for contingent workers.

Key Responsibilities

🔹 Workforce Planning & Vendor Coordination

• Collaborate with operations and production managers to forecast labor needs based on seasonal demands, production targets, and staffing gaps.

• Manage relationships with staffing agencies to ensure fulfillment of workforce requirements, including quality of hires, response times, and service-level agreements (SLAs).

• Monitor daily headcount, attendance, and fill rates to ensure production lines are adequately staffed.

🔹 Onboarding & Offboarding

• Oversee the onboarding process for all temporary workers, ensuring consistency in safety training, facility orientation, and company policy communication.

• Coordinate offboarding processes, including feedback collection, badge retrieval, and exit documentation.

• Work closely with safety and compliance teams to ensure all new hires meet training and regulatory standards before hitting the floor.

🔹 Employee Relations & Engagement

• Serve as a point of contact for temporary employees regarding workplace concerns, attendance, performance, or policy-related issues.

• Promote a positive work culture by implementing engagement strategies for temp staff, including recognition programs, inclusion initiatives, and feedback loops.

• Conduct conflict resolution and investigate workplace incidents as needed, involving agency partners when appropriate.

🔹 Compliance & Risk Management

• Ensure temporary workforce practices align with federal, state, and company labor laws, including FLSA, OSHA, EEO, and immigration verification (I-9).

• Audit agency compliance on background checks, drug screening, and employment eligibility documentation.

• Maintain accurate records for audits and reporting, including headcount, turnover, and performance trends.

🔹 Data Analysis & Reporting

• Track and report key metrics such as fill rates, turnover, absenteeism, and conversion-to-full-time ratios.

• Partner with finance and operations to support labor cost tracking and budgeting for temporary staffing.

• Provide insights to leadership on opportunities for efficiency, retention, or workforce stability.

🔹 Continuous Improvement

• Lead or support initiatives to optimize onboarding, training, and retention processes for the temp workforce.

• Identify and implement automation or system improvements for workforce tracking and engagement.

• Partner with EHS and production teams to ensure that feedback from temporary workers contributes to overall workplace improvements.