Jobbörse

Wing Inflatables Arcata - Arcata, CA 95521

Salary Range $75,000.00 - $110,000.00 Salary/year Position Type Full Time Education Level 4 Year Degree Travel Percentage Negligible Category Human Resources

WHO WE ARE: For over 30 years, Wing Inflatables has built a reputation for delivering high-performance inflatable solutions to those who rely on safety and durabilityrescue workers, Coast Guard teams, Navy SEALs, rafting guides, and kayakers. Our mission is to support professionals and adventurers alike with equipment that performs with lightweight speed, agility, and confidence on the water.

WHAT WE ARE LOOKING FOR:

We are seeking a HR Business Partner to support our Arcata manufacturing operations at Wing Inflatables and Kokatat. This on-site role supports approximately 300+ employees across both facilities and partners closely with operational leaders and supervisors.

The HR Business Partner serves as a trusted advisor on employee relations, performance management, workforce planning, employee engagement, retention, and workplace policies. The role balances strategic partnership with practical day-to-day support in a fast-paced manufacturing environment.

This position works closely with HR Leadership, People Operations, and site leaders to support consistent HR practices, strengthen manager capability, and improve the overall employee experience.

The estimated salary range for this position is $71,000 to $110,000. This range represents the company's good faith and reasonable estimate of the salary range we expect to pay for this position at the time of posting. Final compensation will be based on several factors, including experience, education, qualifications, skills, internal equity, market considerations, and overall alignment with the needs of the role. We may consider compensation above the stated range for candidates who bring exceptional experience, capabilities, or value to the organization.

STRUCTURE

The HR Business Partner reports to the Director of People Operations and may lead or collaborate with People Generalists, People Coordinators, or other People team members.

Strategic Business Partnership

• Partner with business leaders to understand operational priorities, workforce needs, and organizational objectives. Develop and implement People strategies that support business goals and improve overall organizational effectiveness.
• Act as a trusted advisor to leaders on organizational design, workforce planning, talent management, succession planning, leadership effectiveness, employee engagement, and change management.

Employee Relations

• Provide guidance and coaching to managers and employees on employee relations matters, workplace concerns, conflict resolution, policy interpretation, and employment standards.
• Support the resolution of employee concerns, mediate disputes where appropriate, and ensure consistent application of company policies, procedures, and employment legislation.
• Partner with leadership, People Operations, and legal counsel, where required, on complex employee relations matters, workplace investigations, disciplinary actions, terminations, and employment-risk issues.

Talent Management and Workforce Planning

• Partner with leaders to assess current and future workforce needs, identify talent gaps, and support workforce planning initiatives for designated business units.
• Collaborate with Talent Acquisition and business leaders on hiring priorities, selection processes, recruitment planning, and onboarding for designated business units. Where needed, support recruitment activities for critical or hard-to-fill roles.
• Support leaders in identifying high-potential employees, succession risks, development opportunities, and retention strategies.

Performance Management

• Partner with leaders to support effective performance management practices aligned with business objectives.
• Coach managers on goal setting, feedback, performance conversations, recognition, corrective action, and performance improvement plans.
• Support the consistent and fair application of performance management processes across the organization.

Employee Development

• Work with leaders to assess learning and development needs across designated business units.
• Recommend, coordinate, and support development initiatives that enhance employee capability, leadership effectiveness, and organizational performance.
• Coach managers on employee development, career pathing, and building strong, effective teams.

Compensation and Benefits Support

• Partner with People Operations, Compensation, and business leaders to support compensation decisions, job evaluations, salary reviews, internal equity reviews, and incentive program processes.
• Provide business leaders with guidance and insights to support fair, consistent, and market-informed compensation decisions.

Compliance and Risk Management

• Ensure People practices, policies, and employment decisions comply with applicable employment legislation, company policies, and internal standards.
• Support the organization in managing employment-related risk through consistent documentation, sound decision-making, and timely escalation of complex matters.

Change Management

• Support business units through organizational change, including restructuring, role changes, process changes, leadership transitions, and cultural initiatives.
• Coach leaders on communication, employee impact, change readiness, and strategies to minimize disruption while supporting employee buy-in.

HR Metrics and Reporting

• Analyze People data to identify trends, risks, and opportunities related to employee engagement, turnover, retention, performance, absenteeism, workforce planning, and organizational effectiveness.
• Provide insights and recommendations to business leaders to support data-informed decisions.

HR Process Improvement

• Continuously review and improve People processes to enhance efficiency, employee experience, leadership effectiveness, and alignment with business needs.
• Partner with the People team to identify opportunities for process improvement, standardization, automation, and improved service delivery.

Employee Engagement and Retention

• Partner with leaders to develop and support initiatives that improve employee engagement, retention, morale, and workplace culture.
• Support employee feedback processes, recognition initiatives, wellness programs, and action planning based on engagement results or workforce trends.

• Bachelor's degree in Human Resources, Business, or a related field.
• Minimum of five (5) years of progressive experience in an HR generalist, People Business Partner, or HR Business Partner role. An equivalent combination of education, training, and experience may be considered.
• Demonstrated experience in employee relations, performance management, talent management, workforce planning, and manager coaching.
• Experience supporting leaders in a manufacturing, operations, distribution, retail, or similarly complex business environment is considered an asset.
• Professional HR certification, such as CPHR or SHRM, is preferred.
• Strong understanding of business operations, organizational priorities, and the role People practices play in achieving business objectives.
• Relationship Building and Influence
• Ability to build trusted relationships with leaders, managers, employees, and cross-functional partners. Strong influencing skills with the ability to provide practical, business-focused guidance.
• Excellent written and verbal communication skills, with the ability to communicate clearly, professionally, and effectively at all levels of the organization.
• Ability to assess complex workplace issues, identify risks, evaluate options, and recommend practical, fair, and legally compliant solutions.
• Proven ability to coach and advise managers on employee relations, performance management, leadership practices, employee development, and team effectiveness.
• Strong knowledge of employment legislation, HR best practices, employee relations, talent management, performance management, compensation principles, and organizational development.
• Ability to support leaders and employees through organizational change while promoting clarity, alignment, engagement, and continuous improvement.
• Strong organizational skills with the ability to manage multiple priorities, projects, deadlines, and stakeholder needs in a fast-paced environment.
• Experience with HRIS platforms and other HR-related systems. Proficiency in Microsoft Office, including Word, Excel, Outlook, and PowerPoint.