HR Business Partner - Jackson Plant

The Human Resources Business Partner (HRBP) is based at the Jackson Plant. The primary focus is leading Jackson recruitment and improving the Jackson team member experience to strengthen retention, particularly during the first year of employment. Together with and in alignment with the Jackson Plant Leader, this role builds our People First culture and the talent needed for long-term success. The HRBP also supports Mountain team members. As Nicolet grows, this role may support Ripon, which is not yet operational, and/or other locations based on organizational needs.

This role builds trusted relationships across shifts and coaches Coaching Resources to translate Nicolet’s values into consistent daily behaviors, fair policy application, effective training, and meaningful career development. As a partner, coach, and mentor, the HRBP models respectful conversations and follows through on commitments. The HRBP owns coordination, analysis, and follow-through of Jackson recruiting and retention initiatives; the Plant Leader and Coaching Resources remain accountable for staffing decisions, daily leadership, job training, development, and results within their teams.

The HRBP builds community partnerships that expand our talent pipeline and employer brand. Building on Nicolet’s recognition as a Plastics News Best Places to Work, this role helps strengthen our position as an employer of choice and promotes harmony and partnership across locations. The HR Director owns overall leadership training and development; the HRBP provides input, support, and coaching to reinforce its application.

Flexibility to work additional hours beyond a standard 40-hour work week and/or adjust work schedules as necessary to support our 24/5 manufacturing operation.

POSITION QUALIFICATIONS

Competencies

• Demonstrated ability to coach, mentor, and influence leaders; build trust with team members; and address difficult issues directly and respectfully. Balances People First practices with clear expectations and accountability.


• Experience improving recruiting outcomes, retention, onboarding, leadership behaviors, or team member engagement through practical actions and measurable follow-through, preferably with attention to the first year of employment.


• Strong judgment in team member relations, policy interpretation, confidentiality, and employment practices. Communicates clearly and helps others build decision-making capability.


• Ability to establish community partnerships, represent the company professionally, and connect talent initiatives to plant needs.

• Strong organization, analytical skills, and proficiency with Microsoft Office and HRIS systems. Ability to create clear employment advertisements and team member communications, coordinate recognition and events within approved budgets, and document processes and coach others to perform them accurately.

EDUCATION AND EXPERIENCE

• Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, or a related field preferred, or an equivalent combination of relevant education and experience.


• At least three years of progressively responsible HR experience, preferably in manufacturing, with demonstrated leader coaching, team member relations, and recruiting experience.


• Experience supporting training, development plans, career paths, and organizational change preferred. Community partnership experience is valuable.


• Working knowledge of applicable employment requirements and experience with payroll, benefits, and HRIS administration sufficient to support continuity and train receiving process owners if responsibilities are realigned. UKG experience preferred.


• Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred, or willingness to obtain.

HRBP Development and Growth Path

Complete an initial development path over approximately one year, guided by the HR Director, to build proficiency in Nicolet’s values, plant operations, team member relations, leader coaching, recruiting, training support, payroll, benefits, and HR systems. Use agreed milestones, practical assignments, and regular feedback to assess readiness for independent ownership.

The ideal individual aspires to develop into a potential successor to the HR Director within five years. Partner with the HR Director on an Individual Development Plan that progressively builds strategic HR capability, workforce and succession planning, organization-wide leadership development, financial understanding, and support across locations. Advancement depends on demonstrated readiness and organizational needs; it is not an automatic promotion.