About the Role

We are looking for an HR Business Partner (HRBP) to join Gore Medical. In this role, you will support the success of the medical manufacturing organization by partnering closely with operations and supply chain leaders across Gore Medical. This role focuses heavily on supporting a large, complex, direct labor manufacturing population while ensuring alignment with supply chain and organizational objectives.  The HRBP will serve as a trusted advisor, providing solutions through a people-first lens, influencing leaders, and helping drive a culture of engagement, development, and operational excellence.

This position will be located at our facility in Flagstaff, Arizona, with the possibility of a hybrid work arrangement. 

Responsibilities

• Provide HR leadership and consultation to operations and supply chain leaders, supporting the full associate and leader lifecycle (hiring, onboarding, development, performance, and transitions)
• Collaborate with leadership to advance workforce strategies aligned with business objectives and priorities
• Monitor and evaluate the effectiveness of HR programs and processes in relation to supporting manufacturing operations; leverage metrics and feedback to drive continuous improvement
• Lead key HR processes (Performance Management, Compensation Review, Talent Calibration, and Succession Planning), ensuring rigor, equity, and consistency across client groups, which may include training and facilitation as needed
• Guide leaders on handling associate relations cases, conflict resolution, and disciplinary actions while ensuring fair and consistent practices
• Maintain up-to-date knowledge of employment law, regulatory requirements, and industry HR trends to ensure compliant and effective practices
• Support organizational restructuring efforts, workforce planning, and large-scale change initiatives
• Collaborate with cross-functional HR teams to design and implement strategic initiatives in support of organizational priorities
• Partner with leaders to address workforce challenges such as staffing, retention, skills development, shift structures, and labor efficiency
• Understand the dynamics of manufacturing environments, safety culture, and operational excellence to ensure HR alignment with business needs

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field; OR a minimum of 8 years of equivalent progressive experience in manufacturing, operations, or people leadership roles that demonstrate strong capability in coaching, employee relations, and workforce development
• Experience working with hourly/direct labor populations and navigating complex labor dynamics
• Knowledge of HR disciplines such as Associate relations, performance management, compensation practices, and talent development
• Working knowledge of human resources policies, practices, and processes, with the ability to handle sensitive associate issues and maintain strict confidentiality
• Strong capability in leadership coaching, facilitation, conflict resolution, and change management, with the ability to influence and support leaders at all levels
• Ability to use data and metrics to diagnose issues, evaluate program effectiveness, and drive improvements
• Demonstrated ability to lead through change and manage projects of varying scale and complexity
• Strong communication (written and verbal), interpersonal, and relationship building skills
• Ability to operate through risk and uncertainty in a high-volume work environment
• Ability to travel up to 5%

Desired Qualifications

• Strong proficiency with HR systems and technology, including the ability to navigate, analyze, and maintain data across multiple platforms; demonstrates advanced computer skills and the ability to quickly learn and adapt to new systems and tools
• SHRM-CP or PHR certification or equivalent
• Ability to support a 24/7 manufacturing operation and partner with leaders across shifts/time zones

This position offers a hybrid work arrangement in the country from which the Associate is employed. Eligibility is dependent on the responsibilities of the role and business needs, and the Associate must agree to comply with Gore’s work arrangement policies.