The HR Business Partner IV plays a critical role in supporting the rapid growth and operational scaling of the DDN Optics business in Rochester, NY. This role provides both strategic and hands-on HR leadership to a manufacturing and operations environment undergoing expansion, partnering closely with senior leaders to drive talent outcomes, organizational effectiveness, workforce planning, and compliance aligned with business priorities.
This position requires on-site presence, with deep engagement across manufacturing, engineering, and operations teams, supporting a dynamic, high-growth environment.
Key Responsibilities
Strategic HR Business Partnership
• Serve as the primary HR partner to Optics leadership, with a strong focus on plant operations, manufacturing ramp-up, and workforce scalability.
• Act as a trusted advisor to plant site leadership and business leaders, providing data-driven insights and guidance on organizational design, talent strategy, and performance.
• Drive workforce planning and headcount ramp strategies in alignment with business growth targets and production timelines.
• Partner closely with Talent Acquisition to ensure timely hiring and pipeline development for critical manufacturing and technical roles.
Manufacturing & Workforce Execution
• Support the end-to-end employee lifecycle in a manufacturing environment, including onboarding, engagement, retention, and employee relations.
• Provide hands-on support during site ramp-up, including shift structures, workforce deployment, and stabilization of operations.
• Partner with plant leadership to drive a high-performance, safety-oriented culture aligned with operational excellence standards.
Workforce Data Management & Analytics
• Maintain accurate and reliable workforce data to support strategic and operational decision-making.
• Develop, maintain, and analyze HR dashboards and reports related to headcount, attrition, talent, and workforce trends.
• Ensure data integrity, consistency, and governance across HR systems and processes.
HR Compliance & Risk Management
• Ensure full compliance with U.S. labor laws, regulatory requirements, and TE policies within a manufacturing setting.
• Support audit readiness, documentation, and corrective action plans where needed.
• Proactively manage employee relations risks, investigations, and resolution fairly and consistently.
Talent Development & Organizational Capability
• Partner with leadership to identify skill gaps and define targeted development plans, particularly for Manufacturing Operations teams.
• Support training initiatives and continuous improvement programs aligned with TE Operational Advantage (TEOA).
• Drive leadership development, succession planning, and talent reviews for key roles within operations.