HR Representative
Posted 13 Oct 2026
Advertised as “Senior HR Representative”
BranchFactor Summary
The original posting with the fluff stripped out
- Level
- III
- Expected experience
- 5–7 yrs
- Management level
- Individual contributor
No salary listed for this role.
Field of studyBusiness, Human Resources, Psychology (or related)
Study levelBachelor's
CertificationsPHR, SPHR, SHRM-CP, SHRM-SCP
Study levelMaster's
The Human Resources Representative III serves as a strategic HR partner to leaders, providing guidance on employee relations, performance management, and workplace risk. This role handles complex and sensitive HR matters, leads investigations, and shapes programs that strengthen culture, leadership capability, and operational effectiveness.
Responsibilities
Employee Relations & Risk Management (Strategic/High Judgment)
- Lead complex employee relations cases, including investigations, conflict resolution, and policy interpretation
- Conduct end-to-end investigations (intake, interviews, analysis, and recommendations)
- Assess risk and escalate issues appropriately to senior HR or Legal
- Ensure consistent application of policies across the organization
Leadership Coaching & Performance Management
- Coach managers on performance management, corrective action, and employee development
- Lead calibration processes and support talent development discussions
- Build leader capability in coaching, feedback, and accountability
- Provide ongoing coaching to managers and supervisors to strengthen leadership effectiveness and elevate the employee experience across the site
Safety, Compliance & Incident Investigation
- Partner with Safety and Operations to lead workplace incident investigations
- Identify root causes, recommend corrective actions, and mitigate future risk
- Ensure alignment with OSHA and company safety standards
- Support integration of HR and safety practices in a manufacturing environment
Onboarding Strategy & Workforce Integration
- Design and lead onboarding programs that improve retention and engagement
- Implement structured 30-, 60-, and 90-day onboarding checkpoints and refine the process based on feedback
- Partner with leaders to ensure onboarding readiness and effective team integration
- Lead employee engagement surveys, analyze feedback trends, and partner with site leadership on action plans that strengthen engagement and retention
HR Advisory & Organizational Effectiveness
- Provide guidance on employment laws (FMLA, ADA, FLSA, etc.) and HR policy application
- Partner cross-functionally with operations, safety, payroll, and legal
- Analyze HR trends and recommend proactive solutions to improve culture and performance