We are seeking an experienced Senior Human Resources Business Partner here at Southworth International Group, Inc. (SIGI). This role is responsible for both the strategic and operational deployment of HR initiatives at the Manila, AR site, partnering closely with site leaders and regional HR team members to support business outcomes. The Sr. HRBP provides leadership across talent acquisition, employee relations, performance management, workforce planning, and change management, while ensuring compliance with labor laws and company policies. This role proactively identifies people risks and opportunities, drives leadership capability, and fosters a high-performance culture aligned with organizational goals.

SIGI is the world’s largest manufacturer of ergonomic material handling equipment for vertical lifting and work positioning. Our products are designed to improve worker productivity while reducing the potential for worker injuries. Anywhere where workers are lifting and positioning items, handling pallets, working with parts in containers or transporting loads in a factory or warehouse, SIGI has a product to make the job faster, safer, and easier.

Reporting to the AMS HR Director, the Sr. HRBP drives both site-specific and enterprise HR initiatives, ensuring consistent and scalable process execution, in alignment with the broader SIGI HR portfolio. This role provides site leadership for payroll administration and accuracy, ensuring compliance with wage and hour regulations, and company policies. The Sr. HRBP supports compensation analysis and partners closely with site leaders and the People Operations Sr. HR Generalist to ensure timely and accurate payroll processing, resolve payroll-related issues, and support audits and reporting requirements.

This role is responsible for translating SIGI’s enterprise talent and workforce strategies into effective site-level execution, while elevating site insights, workforce realities, and manufacturing perspectives into the Americas HR strategy. The Sr. HRBP plays a critical role in shaping organizational culture, strengthening leadership capability, managing and developing talent, and driving strategic HR initiatives that support business growth and operational excellence.

This position requires an experienced HR expert who thinks critically and acts strategically while ensuring disciplined operational execution. The Sr. HRBP leads manufacturing-focused people strategies aligned to business objectives, workforce capacity planning, talent pipelines, succession planning, and payroll governance, in partnership with the AMS HR team, while contributing to AMS-wide HR strategies and continuous improvement initiatives.

Overall success is demonstrated when the Senior HR Business Partner consistently delivers measurable business impact, workforce stability, compliant operations, and strong leadership capability, including a staffed, skilled, stable, and administratively reliable workforce that enables the manufacturing organization to meet its business commitments, while serving as a strategic Americas HR team member and connector between site execution and enterprise talent strategy—ultimately enabling sustainable SIGI business growth and operational excellence.

This onsite position is based at the primary manufacturing facility in Manila, AR.

Duties and Responsibilities

Strategic Business Partnership

• Serves as the onsite HR leader and trusted people strategy partner for the manufacturing site, partnering with the Director of Manufacturing Operations and senior site leadership.
• Shapes and executes site-level people strategy aligned to enterprise business objectives, operational priorities, and workforce needs.
• Acts as a trusted partner to leaders on organizational effectiveness, workforce risk, talent strategy, and culture transformation.
• Influences business decisions by providing forward-looking insights on workforce trends, capacity risks, engagement, and leadership capability.

Enterprise Strategy Translation & Regional Influence

• Translates SIGI enterprise talent, workforce, and HR strategies into scalable, effective site execution.
• Elevates site insights, manufacturing realities, and workforce data into Americas and AMS HR strategy discussions, influencing enterprise priorities and solutions.
• Partners with the AMS HR Director to ensure consistent application of HR frameworks across all regional Americas sites.
• Serves as a key contributor to AMS-wide HR initiatives, pilots, and continuous improvement efforts.

Talent Strategy, Workforce Planning & Succession

• Leads strategic workforce planning for the site, aligning staffing models, skills, and capacity to production demand and growth plans.
• Drives site talent strategy in partnership with internal Talent Acquisition/Recruiter, internal mobility, leadership pipelines, and succession planning.
• Leads talent reviews, succession planning discussions, and development planning for key roles.
• Partners with leaders to mitigate talent risks and ensure long-term workforce sustainability.

Leadership Development & Organizational Effectiveness

• Strengthens leadership capability through coaching, influence, and targeted development interventions.
• Drives cultural alignment and accountability by embedding performance expectations, leadership behaviors, and company values into daily operations.
• Leads site organizational change initiatives, including restructuring, role clarity, process redesign, and adoption of new operating models.
• Serves as a change leader during periods of growth, transformation, or operational complexity.

Employee Relations & Risk Management

• Partners with leaders on complex employee relations matters by providing recommendations, system oversight, and risk guidance, while leaders retain ownership of decisions and actions.
• Coaches leaders on sound decision-making, documentation, and risk mitigation to ensure fair, consistent, and compliant practices.
• Ensures accountability for employee management decisions remains with leaders, supported by consistent standards and risk controls.
• Proactively identifies people risks and implement strategies to reduce legal exposure, turnover, and engagement challenges.
• Ensures consistent application of company policies and values across the site, and in compliance with AMS talent policies, standards and practices.

Payroll Administration, Compensation & Compliance

• Provides end-to-end payroll administration and accuracy for site employees, ensuring timely and compliant payroll processing.
• Partners with the People Operations Sr. HR Generalist and site leaders to review time and attendance, validate payroll inputs, resolve payroll discrepancies, and support audits.
• Ensures compliance with wage and hour regulations, internal controls, and company policies.
• Supports compensation analysis, pay decisions, and audits, ensuring alignment with enterprise compensation philosophy and compliance standards.

Governance, Compliance & Operational Excellence

• Ensures compliance with federal, state, and local employment laws and regulatory requirements.
• Maintains strong HR governance, documentation standards, and audit readiness.
• Drives disciplined operational execution of HR processes while balancing strategic priorities.
• Identifies opportunities to improve HR and payroll processes, employee experience, and operational effectiveness.

Cross-Functional Collaboration & Leadership Presence

• Partners cross-functionally with site Operations, Finance, and other members of the AMS HR team to deliver integrated people solutions.
• Serves as a visible, credible HR expert across shifts, building trust with leaders and employees.
• Models enterprise leadership behaviors and acts as a steward of culture and values.

Qualifications – Key Competencies

• Bachelor’s degree in human resources management, business administration, or a related field or work equivalency
• 8-10 yrs of experience in senior HRBP or senior HR Generalist roles
• SHRM-SCP or SPHR certification is preferred
• Must be able to demonstrate expertise and competence in the field, both with strategic and operational deliverables
• Proven communication, problem-solving, and leadership skills are essential for success in this role

Qualifications – Skills and Experience

• Strategic HR leadership & Business Partnership: 8-10 years of progressively responsible senior-level HR Business Partner, Site HR Manager, or equivalent role experience, including proven experience serving as the primary onsite HR leader for manufacturing, industrial or operations-heavy environments, in alignment and partnership with multi-site and/or regional HR leadership.

• Manufacturing / Operational Environment Experience: Significant experience in manufacturing, industrial, or operational environment, supporting hourly and salaried populations. Experience supporting multi-shift operations, production schedules, and workforce capacity planning in a fast-paced environment.

• Enterprise Strategy & Regional Influence: Demonstrated ability and experience to translating enterprise HR, talent and workforce strategies into scalable site execution. Experience partnering with regional HR leadership to ensure consistent application of HR frameworks, standards and practices across multiple sites, with the judgment, strategic thinking, and credibility required to assume broader regional HR leadership responsibilities.

• Strategic HR Management: Ability to align HR strategies with overall business objectives and contribute to organizational growth. Strong track record providing forward-looking insights that influence business decisions and mitigate people risks. Proven expertise leading strategic workforce planning, aligning staffing models, skill, and capacity to business demand.

• Talent Strategy, Workforce Planning & Succession: Proven expertise leading strategic workforce planning, aligning staffing models, skills, and capacity to business demand. Experience driving site talent strategies including talent acquisition partnership, internal mobility, leadership pipelines, and succession planning. Demonstrated success facilitating talent reviews, succession discussions, and development planning for critical roles. Ability to identify and mitigate short- and long-term talent risks.

• Leadership Development & Organizational Effectiveness: Strong capability in coaching leaders at multiple levels to strengthen leadership effectiveness and accountability. Experience driving organizational culture and performance expectations through leader behavior, systems, and processes. Proven success leading organizational change initiatives, including restructuring, role clarity, process redesign, and adoption of new operating models. Demonstrated change leadership during periods of growth, transformation, or operational complexity.

• Employee Relations & Risk Management: Advanced experience overseeing complex employee relations matters, including conducting investigations, corrective action, and sensitive workforce issues. Strong judgment and expertise in risk assessment, documentation standards, and consistent policy application. Ability to proactively identify people risks and implement strategies to reduce legal exposure, turnover, and engagement challenges. Thorough understanding of non-union employee relations practices.

• Payroll Administration, Compensation & Compliance: Demonstrated experience providing end-to-end payroll administration and accuracy for a site population. Hands-on experience reviewing time and attendance, validating payroll inputs, resolving discrepancies, and supporting audits. Strong working knowledge of wage and hour regulations, payroll controls, and compliance requirements. Experience supporting compensation analysis, pay decisions, and audits in alignment with enterprise compensation philosophy.

• Governance, Compliance & Operational Excellence: Strong working knowledge of federal, state, and local employment laws and regulatory requirements. Experience maintaining HR governance, audit readiness, and disciplined process execution. Ability to balance strategic priorities with operational rigor in a complex environment. Demonstrated commitment to continuous improvement in HR and payroll processes and employee experience.

• HRIS and Data Analysis: Proficiency in using HR Information Systems (HRIS) for data management and analysis to inform decision-making and improve HR processes.

• Intermediate to Advanced Technology skills: Microsoft Suite of applications (Word, PowerPoint, Excel, TEAMs, OneNote, Copilot) and different HRIS, Compensation, and ATS systems.

Personal characteristics:

• High degree of judgement, discretion and integrity when handling sensitive matters with the ability to balance employee, leader, and company needs to ensure desired outcomes.
• Strong strategic thinking, business acumen, and proactive problem-solving skills, demonstrating a sense of urgency. Ability to triage and prioritize. High expectations on results and proactive problem solving.
• Superior interpersonal, executive presence, influence, and conflict management skills with the ability to advise, challenge, and partner credibly with senior leaders.
• Outstanding written and verbal communication skills with the ability to present and deliver content training as well as resolve conflict and identify root cause to provide effective solutions, across all levels of the organization.
• Optimistic with a can-do-attitude with the ability to work well in a fast-paced and changing environment. Works well under pressure.
• Empathetic leader with self-awareness and the ability to motivate and encourage others while ensuring accountability.
• Effective collaboration skills with key stakeholders across business groups to deliver key outcomes, ensuring a balanced perspective and win-win outcomes.
• Excellent networking and interpersonal skills as well as strong prioritization and organizational skills and initiative.
• Ability to operate with high autonomy, accountability, and enterprise mindset.

We are an Equal Opportunity Employer: You’ll receive consideration for employment without regard to race, sex, color, religion, sexual orientation, gender identity, national origin, protected veteran status or disability.

We are only hiring those authorized to work in the United States. We do not currently sponsor immigration visas.

SIGI does not accept unsolicited resumes from search firms or employment agencies. Any unsolicited resume will become the property of SIGI.