ZipRecruiter

Log In

1

Business Partner Supervisor Jobs (NOW HIRING)

Brewer Science Inc.

HR Business Partner

Dayton, OH · On-site

Perform related duties as assigned by supervisor. Education & Credentials: * HR Business Partner * 8+ years related human resources experience; preferably in HRBP position * SHRM (or international ...

Brewer Science, Inc.

HR Business Partner

Dayton, OH

Perform related duties as assigned by supervisor. Education amp; Credentials: * HR Business Partner * 8+ years related human resources experience; preferably in HRBP position * SHRM (or international ...

Out2Bet

Human Resources Business Partner

Minnetonka, MN · On-site

$90K - $110K/yr

Human Resources Business Partner - Manufacturing Location: Minneapolis, Minnesota Work Arrangement ... Serve as a trusted HR advisor to executives, operational leaders, supervisors, and employees.

previous pagenext page

Showing results 21-40

All JobsBusiness JobsMarketing JobsStrategic Partnership Manager JobsBusiness Partner Supervisor Jobs

Business Partner Supervisor information

See salary details

$33K

$71.3K

$129.5K

How much do business partner supervisor jobs pay per year?

As of Sep 13, 2026, the average yearly pay for business partner supervisor in the United States is $71,285.00, according to ZipRecruiter salary data. Most workers in this role earn between $50,000.00 and $82,500.00 per year, depending on experience, location, and employer.

What is a business partner supervisor?

A Business Partner Supervisor is a professional responsible for managing relationships between an organization and its external business partners, such as vendors, suppliers, or service providers. They oversee partnership agreements, ensure effective communication, and resolve any issues that arise between parties. Additionally, they may analyze partner performance, negotiate contracts, and develop strategies to maximize mutual business success. Their role is crucial in maintaining positive, productive collaborations that support the organization's strategic goals.

How does a business partner supervisor typically collaborate with cross-functional teams to drive organizational goals?

A Business Partner Supervisor frequently works alongside HR, finance, and department managers to align business strategies with company objectives. Collaboration often involves facilitating meetings, sharing insights on team performance, and resolving cross-departmental challenges. This role requires strong communication and negotiation skills, as supervisors must balance the needs of their team with broader organizational priorities. Effective collaboration ensures projects are completed efficiently and supports a positive work culture.

What are the key skills and qualifications needed to thrive as a business partner supervisor, and why are they important?

To thrive as a Business Partner Supervisor, you need strong leadership, analytical, and stakeholder management skills, typically supported by a degree in business or a related field. Familiarity with CRM systems, project management tools, and business analytics software is often required. Exceptional communication, conflict resolution, and strategic thinking are vital soft skills that set top performers apart. These abilities ensure effective collaboration, drive business growth, and maintain productive relationships with key partners.

What is the difference between Business Partner Supervisor vs Business Analyst?

AspectBusiness Partner SupervisorBusiness Analyst
Required CredentialsBachelor's degree in Business, Finance, or related field; relevant certificationsBachelor's degree in Business, Finance, or related field; analytical certifications
Work EnvironmentCorporate offices, cross-department collaborationProject teams, data analysis settings
Employer & Industry UsageUsed in finance, consulting, and corporate sectorsCommon in IT, finance, and consulting industries

The Business Partner Supervisor oversees partner relationships and team management, focusing on strategic collaboration. In contrast, a Business Analyst primarily analyzes data and processes to support decision-making. While both roles require strong communication and analytical skills, the supervisor role emphasizes leadership and stakeholder management, whereas the analyst role centers on data interpretation and reporting.

What cities are hiring for Business Partner Supervisor jobs?

Cities with the most Business Partner Supervisor job openings:

What states have the most Business Partner Supervisor jobs?

States with the most job openings for Business Partner Supervisor jobs include:

What are popular job titles related to Business Partner Supervisor jobs?

For Business Partner Supervisor jobs, the most frequently searched job titles are:

Infographic showing various Business Partner Supervisor job openings in the United States as of August 2026, with employment types broken down into 83% Full Time, 14% Part Time, and 3% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $71,285 per year, or $34.3 per hour.

Human Resources Business Partner

Valencia, CA

VPET USA, LLC
Manufacturing • 51 - 200 employees
Learn more about VPET USA, LLCexternal

$98K - $115K/hr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 26 days ago

Job description

Job description: Human Resources Business Partner (HRBP)
Job Title: Human Resources Business Partner (HRBP)
Salary Status: $98k - $115k DOE
FLSA: Exempt
Employment Status: Full-Time
Location: Valencia, CA
Reports to: HR Manager
Position Overview: VPET USA is a strategic, hands-on Human Resources Business Partner to serve as a trusted advisor to plant leadership and a driving force behind our people strategy. In this role, you will bridge the gap between business objectives and workforce needs, partnering directly with operations leaders to build a high-performing, engaged, and compliant manufacturing environment.
This is not a back-office role. You will spend time on the production floor, understand the rhythms of our plastics manufacturing processes, and translate operational goals into practical people solutions. If you thrive in a fast-paced setting, enjoy solving real problems, and want your work to have a direct impact on both employees and the bottom line, we want to hear from you.
Key Responsibilities
Strategic Partnership
  • Partner with plant leadership and department managers to align HR initiatives with production goals, business priorities, and operational realities
  • Act as a coach and sounding board for site leaders on organizational design, team structure, and people decisions
  • Bring data-driven insights to leadership discussions that connect workforce trends to business outcomes
Workforce Planning
  • Collaborate with operations to forecast staffing needs across shifts, seasons, and production cycles
  • Build and maintain talent pipelines for critical roles such as machine operators, technicians, and front-line supervisors
  • Identify skills gaps and develop plans to address current and future workforce demands
Talent Acquisition
  • Support full-cycle recruitment for hourly and salaried roles, working closely with hiring managers and recruiting partners
  • Strengthen local employer branding to compete effectively in regional labor markets
  • Track and improve key hiring metrics, including time-to-fill and cost-per-hire
Employee Relations
  • Serve as the first point of contact for employee concerns, conflicts, and workplace investigations
  • Coach managers and supervisors on fair, consistent, and respectful handling of performance and disciplinary matters
  • Foster a positive workplace culture and help resolve issues before they escalate
Performance Management
  • Guide managers through performance review cycles, goal setting, and constructive feedback
  • Help identify high performers, support development plans, and address performance gaps
  • Promote a culture of accountability, recognition, and continuous improvement
Compliance
  • Ensure site practices comply with federal, state, and local labor laws, as well as OSHA and safety regulations
  • Maintain accurate records and support internal audits and regulatory reporting
  • Partner with safety teams to reinforce a strong culture of workplace safety
Employee Lifecycle Management
  • Own the employee experience from onboarding through offboarding at your assigned site
  • Deliver a consistent, engaging onboarding process, including 30-60-90 day check-ins
  • Conduct exit interviews, analyze turnover drivers, and recommend retention strategies
Qualifications:
Required Education
  • Bachelor’s degree in Human Resources, Business Administration, Organizational Development or related field
  • Master’s Degree in Human Resources, Business, or a related discipline preferred
Certifications
  • Professional certification strongly preferred, including PHR, SPHR, SHRM-CP, or SHRM-SCP
Experience
  • Minimum of 3-5 years of progressive HR experience, with at least 1 full year in an HR Business Partner or HR Generalist role
  • Direct experience supporting a manufacturing, industrial, or plant environment preferred
  • Proven track record partnering with operations leadership in a multi-shift setting
Key Competencies and Skills
  • Manufacturing acumen: Genuine understanding of plant operations, shift structures, and the unique demands of a production environment
  • Labor law knowledge: Strong command of federal and state employment laws, wage and hour regulations, and workplace safety standards
  • Data analysis: Ability to interpret HR metrics, spot trends, and turn data into clear, actionable recommendations
  • Conflict resolution: Skilled at mediating disputes, conducting investigations, and guiding tough conversations with fairness and confidence
  • HRIS proficiency: Hands-on experience with HRIS platforms and comfort working across digital HR and payroll systems
  • Communication: Clear, credible communicator who builds trust with employees at every level, from the floor to the front office
  • Business partnership: Strategic thinker who connects people decisions to operational and financial results
  • Adaptability: Composed and resourceful in a fast-moving, high-volume environment
Competitive Benefits:
  • Medical (HMO), dental and vision insurance premium.
  • 401k plan, Employer contributes 3%, up to 4%.
  • Company offers vacation and sick pay.
  • Holiday Pay: Eight (8) paid holidays per year.
  • Basic Life Insurance Paid (25K policy).
We are an Equal Opportunity/ Affirmative Action Employer and do not discriminate against applicants due to veteran status, disability, race, gender, gender identity, sexual orientation or other protected characteristics.

Apply