HR Business Partner - Dudley

Job description

Your Job Georgia-Pacific is seeking an HR Business Partner to join the team at our Plywood manufacturing facility in Dudley, North Carolina. This is an opportunity for an HR professional who wants to learn, contribute, and grow in a fast-paced manufacturing environment. We are looking for someone with a strong HR foundation who is motivated to build broader business and HR capability through hands-on experience. The right candidate does not need to have already held an HR Manager role. We are open to an experienced HR professional or an earlier-career candidate with strong potential and at least two years of meaningful HR experience. For someone with the capability and motivation, this role can provide experiences that build readiness for broader HR responsibilities over time. This is not a desk-only HR role. The HR Business Partner will be expected to understand the operation, spend time on the manufacturing floor, attend preshift meetings, build relationships across shifts, and learn the business directly from the people doing the work. This is also an opportunity to develop. We want someone who actively seeks feedback, learns quickly from experience, takes on increasingly difficult work, and wants to build the capabilities needed for larger HR responsibilities in the future. Success will require someone who collaborates well, earns credibility, communicates professionally, follows through on commitments, and is willing to step into problems rather than work around them. This is an onsite role that requires living within a reasonable commuting distance of Dudley, North Carolina . This role requires the ability to adjust normal working hours as business needs require which may include early mornings (before 7:00 a.m.), late nights (7:00 p.m. – 9:00 p.m.) and/or weekends as needed. Our Team The HR Business Partner will be part of the Dudley Plywood HR team and report to the Manager, HR Business Partner. Dudley Plywood employs approximately 450 hourly non-union employees and nearly 50 salaried employees. The Dudley HR team works directly with Operations and other site leaders to improve business performance through people. This role will have exposure to recruiting, onboarding, employee relations, performance management, supervisor development, talent planning, Principle Based Management, workforce analytics, community partnerships, and day-to-day HR operations. What You Will Do Build trusted working relationships with hourly employees, supervisors, and site leadership through regular floor presence, listening, follow-through, and practical HR support. Learn the Plywood operation and connect HR priorities to the site’s operational and business objectives. Advance Principle Based Management by helping leaders apply PBM principles to decisions involving people, performance, selection, development, accountability, and organizational effectiveness. Coach supervisors and leaders on their people responsibilities, including performance management, feedback, difficult conversations, employee development, effective one-on-ones, and accountability. Help strengthen supervisor capability and leadership effectiveness rather than simply solving HR issues on behalf of supervisors. Partner with leaders and recruiting to attract and select people with the virtue, talents, skills, and motivation to contribute. Support recruiting, selection, candidate experience, preboarding, orientation, and onboarding, with particular focus on the employee’s first year. Use floor presence, preshift meetings, employee conversations, data, and other forms of sensing to identify issues and opportunities before they become larger problems. Support employee relations matters by gathering facts, assessing risk, applying sound judgment, and working with appropriate HR capabilities and leadership. Participate in talent planning, succession planning, employee development, and efforts to build greater capability and organizational depth. Use workforce data, technology, and analytics to identify trends and translate them into practical actions for leaders. Build relationships with schools, workforce organizations, community partners, and other external resources that can strengthen Dudley’s long-term talent pipeline. Collaborate effectively across the site HR team and broader Georgia-Pacific and Koch HR capabilities. Take ownership of work, follow issues through completion, and look for opportunities to simplify or improve existing HR processes. Adapt working hours when business needs require it. Manufacturing operates beyond traditional office hours, and the HR Business Partner must be willing to support different shifts, preshift meetings, and emerging employee or business needs, sometimes with limited notice. Demonstrate the professionalism, discretion, judgment, responsiveness, and personal accountability expected in an HR role. Who You Are (Basic Qualifications) Two or more years of HR experience, including direct HR support to employees, supervisors, or business leaders. Working knowledge of core HR practices and applicable employment laws and regulations. Experience supporting or participating in employee relations, recruiting and selection, performance management, onboarding, talent development, or workforce planning. Demonstrated ability to build effective working relationships and influence others without relying solely on authority. Strong computer skills, including practical proficiency with Microsoft Excel, PowerPoint, Outlook, and Word. Ability and willingness to regularly work in a manufacturing environment, including spending significant time on the floor and supporting multiple shifts. What Will Put You Ahead Bachelor’s degree or higher in Human Resources, Business, Industrial Relations, or a related field. HR experience in a manufacturing, industrial, operations, or similarly fast-paced environment. Experience coaching frontline supervisors and operations leaders. Experience with employee relations and working knowledge of employment regulations. Experience using HR data and analytics to identify opportunities and influence decisions. Experience with talent reviews, succession planning, development planning, or leadership development. Experience supporting recruiting in competitive or difficult-to-fill labor markets. Experience with community partnerships, technical schools, colleges, workforce-development programs, or similar external talent pipelines. Experience applying Principle Based Management or comparable principles-based leadership practices. Experience using HR technology and workforce data to improve decisions and work processes. Ability to learn quickly, manage multiple priorities, and operate effectively in a fast-paced work environment. Demonstrated willingness to seek and act on feedback and learn through new and challenging experiences. At Koch companies, we are entrepreneurs. This means we openly challenge the status quo, find new ways to create value and get rewarded for our individual contributions. Any compensation range provided for a role is an estimate determined by available market data. The actual amount may be higher or lower than the range provided considering each candidate's knowledge, skills, abilities, and geographic location. If you have questions, please speak to your recruiter about the flexibility and detail of our compensation philosophy. Hiring Philosophy All Koch companies value diversity of thought, perspectives, aptitudes, experiences, and backgrounds. We are Military Ready and Second Chance employers. Learn more about our hiring philosophy here . Who We Are As a Koch company and a leading manufacturer of bath tissue, paper towels, paper-based packaging, cellulose, specialty fibers, building products and much more, Georgia-Pacific works to meet evolving needs of customers worldwide with quality products. In addition to the products we make, we operate one of the largest recycling businesses. Our more than 30,000 employees in over 150 lo