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Human Resource Business Partner Jobs in Indiana (NOW HIRING)

Genpak

Human Resource Business Partner

Scottsburg, IN · On-site

Human Resources Business Partner Position Summary The Human Resources Business Partner (HRBP) serves as a strategic and operational partner to plant leadership, providing support in employee ...

WABASH CASTINGS LLC

HR Business Partner

Wabash, IN · On-site

HR Business Partner Wabash Castings LLC | Wabash, Indiana At Wabash Castings, a division of Wisconsin Aluminum Foundry, we're known for tackling the complex. For more than 40 years, our team has ...

Faurecia

HR Business Partner

Columbus, IN · On-site

Your mission, roles and responsibilities The (Site) HR Business Partner supports to align the FORVIA people strategy with the local business needs. You will act as an administrative HR expert and be ...

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All JobsHuman Resource Business Partner JobsHuman Resource Business Partner Jobs in Indiana

Human Resource Business Partner information

See Indiana salary details

$41.4K

$86.1K

$133.7K

How much do human resource business partner jobs pay per year?

As of Aug 26, 2026, the average yearly pay for human resource business partner in Indiana is $86,109.00, according to ZipRecruiter salary data. Most workers in this role earn between $68,500.00 and $97,500.00 per year, depending on experience, location, and employer.

What is a human resource business partner?

A Human Resource Business Partner (HRBP) is an HR professional who works closely with an organization’s leadership to align human resources strategies with business objectives. Unlike traditional HR roles that focus mainly on administrative tasks, HRBPs act as strategic partners who provide guidance on talent management, organizational development, and employee relations. Their goal is to help drive business success by ensuring that the company's workforce and HR practices support long-term goals. HRBPs often collaborate with managers to develop people strategies, address workforce challenges, and improve employee engagement.

What are the key skills and qualifications needed to thrive as a human resource business partner?

To thrive as a Human Resource Business Partner, you need a solid background in HR management, employment law, and strategic workforce planning, typically supported by a bachelor's degree in HR or a related field. Familiarity with HR information systems (HRIS), data analytics tools, and certifications such as SHRM-CP or PHR is highly valuable. Strong interpersonal skills, business acumen, and the ability to influence and build relationships set standout HRBPs apart. These competencies are critical for aligning HR initiatives with business strategies and effectively supporting both organizational goals and employee needs.

How does a human resource business partner typically collaborate with department leaders to drive organizational goals?

As a Human Resource Business Partner (HRBP), you will work closely with department leaders to align HR strategies with business objectives. This involves attending leadership meetings, providing data-driven insights on workforce planning, and advising on talent management, employee engagement, and performance initiatives. HRBPs act as consultants to management, ensuring HR policies support the department’s goals while also fostering a positive work environment. Regular collaboration and strong relationship-building skills are key aspects of the role, as you’ll often mediate between employee needs and organizational priorities.

What is the difference between Human Resource Business Partner vs HR Generalist?

AspectHuman Resource Business PartnerHR Generalist
CredentialsBachelor’s degree in HR, Business, or related field; often certifications like SHRM-CP or PHRBachelor’s degree in HR, Business, or related field; certifications like SHRM-CP or PHR are common
Work EnvironmentStrategic partnership with leadership, involved in organizational planningOperational HR tasks, employee relations, recruitment, and compliance
Employer & Industry UsageUsed across industries to align HR strategy with business goalsCommon in various industries for day-to-day HR functions

The Human Resource Business Partner focuses on strategic HR initiatives and aligning HR with business objectives, working closely with leadership. In contrast, the HR Generalist handles operational HR tasks such as recruitment, employee relations, and compliance. Both roles require similar credentials but differ in scope and focus, with the Business Partner playing a more strategic role.

Is a human resource business partner a good job?

A human resource business partner (HRBP) is a strategic role that involves aligning HR initiatives with business goals, often requiring strong communication, problem-solving, and HR knowledge. It can be a rewarding career with opportunities for advancement, but job satisfaction depends on organizational culture and individual preferences.

What are the most commonly searched types of Human Resource Business Partner jobs in Indiana?

The most popular types of Human Resource Business Partner jobs in Indiana are:

What are popular job titles related to Human Resource Business Partner jobs in Indiana?

For Human Resource Business Partner jobs in Indiana, the most frequently searched job titles are:

What job categories do people searching Human Resource Business Partner jobs in Indiana look for?

The top searched job categories for Human Resource Business Partner jobs in Indiana are:

What cities in Indiana are hiring for Human Resource Business Partner jobs?

Cities in Indiana with the most Human Resource Business Partner job openings:

Human Resource Business Partner jobs near you
Infographic showing various Human Resource Business Partner job openings in Indiana as of August 2026, with employment types broken down into 85% Full Time, 13% Part Time, and 2% Contract. Highlights an 88% Physical, 4% Hybrid, and 8% Remote job distribution, with an average salary of $86,109 per year, or $41.4 per hour.

Human Resource Business Partner

Genpak

Scottsburg, IN • On-site

Full-time

Re-posted 7 days ago

Genpak rating

6.3

Company rating: 6.3 out of 10

Based on 13 frontline employees who took The Breakroom Quiz

101st of 122 rated packaging manufacturers

Job description

Human Resources Business Partner
Position Summary
The Human Resources Business Partner (HRBP) serves as a strategic and operational partner to plant leadership, providing support in employee relations, attendance management, leave administration, workers' compensation, benefits, employee engagement, workforce analytics, policy administration, and HR compliance. The HRBP works closely with managers, supervisors, employees, and corporate HR to promote a positive work environment, ensure compliance with company policies and employment laws, and support business objectives through effective people management practices.
Essential Duties and Responsibilities:
Attendance Management & Workforce Administration
  • Oversee attendance management, including discrepancy resolution, trend monitoring, and coaching support for leaders.
  • Ensure accurate employee and payroll data by auditing records and processing workforce changes, while supporting compliance and corrective actions.

Employee Retention & Engagement
  • Manage employee lifecycle engagement processes, including new hire check-ins, onboarding and training completion tracking, stay interviews, and exit interview coordination.
  • Support employee engagement and retention initiatives, including recognition programs and proactive feedback efforts to improve workforce experience.
  • Support employee relations by partnering with leadership, assisting with coaching, corrective actions, and ensuring consistent application of policies.
  • Conduct and manage workplace investigations, maintaining confidentiality while addressing employee concerns, complaints, and sensitive matters professionally.
  • Plan and execute employee engagement initiatives, including appreciation events, recognition activities, and company-wide celebrations.
  • Coordinate wellness and morale-building programs, such as benefits fairs and ongoing initiatives to support employee engagement and retention.

Leave of Absence Administration
  • Lead administration of leave programs (FMLA, PLOA, STD), ensuring alignment with company policy and regulatory requirements while guiding employees through eligibility and processes.
  • Oversee end-to-end leave operations, including vendor coordination, documentation management, and system updates to ensure accuracy and efficiency.
  • Partner with leadership to manage workforce impact of leave, providing clear communication on status, return-to-work planning, and employee support.
  • Ensure payroll and benefits compliance during leave, including oversight of pay treatment, benefit continuation, and accurate processing of employee status changes.

Workers' Compensation & Safety
  • Partner with leadership, safety teams, and external providers to manage workplace injury cases and support effective workers' compensation processes.
  • Oversee end-to-end injury and claims management, including coordination with carriers/TPAs, documentation, and regulatory compliance.
  • Drive return-to-work strategies, ensuring proper medical clearance, communication with stakeholders, and alignment with workforce and operational needs.
  • Promote a culture of safety and compliance, supporting proactive initiatives, incident reporting, and collaboration with occupational health and testing vendors.

Policy, Benefits & Administration
  • Lead employee benefits administration, including open enrollment, life event changes, and employee education to maximize program utilization and understanding.
  • Serve as a key resource for employee support, addressing benefit inquiries, promoting EAP resources, and guiding employees through complex life events.
  • Ensure accurate HR data management and compliance, maintaining employee records and documentation in alignment with company policy and legal requirements.
  • Oversee payroll-related documentation processes, ensuring timely and accurate submission of salary approvals and employee data to Corporate Payroll.
  • Drive consistent policy administration, educating employees and leaders while ensuring fair and compliant application of company policies and procedures.
  • Ensure timely communication and support employee awareness of programs, initiative and policy changes.
  • Develop, analyze, and report on workforce metrics (attendance, labor, safety, training, and recruiting) to drive operational visibility.
  • Deliver data-driven insights and recommendations to support workforce planning, retention, and productivity improvements.

Qualifications:
  • Bachelor's degree in Human Resources, Business Administration, or a related field preferred; or a minimum of five (5) years of progressively responsible Human Resources experience, preferably within a manufacturing environment.
  • Experience with employee relations, leave administration, workers' compensation, benefits, and HR compliance.
  • Strong knowledge of employment laws including FMLA, ADA, FLSA, and workers' compensation regulations.
  • Excellent interpersonal, communication, organizational, and problem-solving skills.
  • Proficiency in HRIS systems, Microsoft Office Suite, and reporting tools.
  • Ability to handle confidential information with discretion and professionalism.
  • Ability to adjust schedules to be available for a 24/7 operation, and multiple locations in some areas.

Work Environment
  • This position operates in both office and manufacturing environments and requires frequent interaction with employees, supervisors, managers, vendors, multi-location, and corporate HR personnel.

What Genpak employees say

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About GENPAK

Sourced by ZipRecruiter

Industry

Plastics packaging film and sheet (including laminated) manufacturing

Company size

1,001 - 5,000 Employees

Headquarters location

Charlotte, NC, US

Year founded

1969

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