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HR Business Partner

United States
Work Location:
North Carolina
Job Type:
About The Opportunity

Role Purpose:

The HRBP plays a key role in establishing a customer service culture by driving the effective execution of HR processes and the HR life cycle within their respective location. HRBP is responsible for the planning and delivery of processes for recruitment, orientation & training, talent management, performance management, benefits, policies/processes, compensation, and employee engagement, with the goal of developing a workforce that achieves excellence in driving business results. HRBP is seen as a critical role for the location and reports to the Plant HR Manager to provide a partnership with his/her business leaders.  


Key Responsibilities

  • Responsible for development, implementation, administration and operation of high-value quality human resources program, practices and procedures consistent with GKN standards within the business group.

  • Build partnerships between managers and leadership team.  Seek and share information and use appropriate influence strategies to gain genuine commitment.

  • Help to lead the plant HR by driving world class HR strategies and systems around staffing and recruiting, labor relations, training and development, employee engagement and performance management while supporting the plant’s vision and values.

  • Manage/Support workforce planning initiatives, new employee orientation and create on-boarding programs to foster employee engagement and introduction to the business.

  • Participate/Support employee terminations, coach manager appropriately and conduct exit interviews to utilize information gathered to identify and address root causes of turnover.

  • Remain abreast of worker's compensation and related labor laws (e.g., FMLA, ADA, etc.) and provide education to local managers/supervisors; coordinate any related situations with third party administrators.

  • Ensure that employees understand processes and systems that enable them to be paid in a timely and accurate manner; establish accountabilities that ensure correct information is provided to Shared Services Team for benefits. Manage Payroll and HRIS  at location.

  • Work with Shared Services, and North America Services (Corporate Benefits) to ensure that new systems and/or processes are fully implemented where applicable.  

  • Manage employee relations situations at assigned location, conduct investigations as needed and  partner with Plant Manager/Supervisors as needed to effectively resolve situations and mitigate risk; identify trends in employee relations cases to address root cause (helping to reduce absenteeism and/or turnover); educate managers on how to handle situations more effectively.

  • Support safety and security programs and link to related HR programs where applicable.  Work with safety/security resource(s) to identify issues and/or trends and create HR-related responses to address any issues (e.g., enhanced hiring process, focused-training, better on-boarding, progressive discipline, etc.).

  • Partner with the HR Manager, HR Director and Director of Compensation to develop/implement a salary plan to ensure location(s) pay competitively, reward higher performers, and address internal equity issues.

  • Manage/implement performance management processes within the organization, including employee training and coaching, performance appraisal, personal development planning and talent management.

  • Partner with management team at location to identify talent and create targeted development plans; work with Plant Management, HR Director and/or Learning & Development Team to identify development opportunities for high potential employees.

  • Actively participate as a key member of the leadership team of the location.  Lead by example in terms of behavior, championing GKN values and ensuring that all employees are treated with respect.

  • Understands all applicable governmental regulations and advocates compliance requirements. Coach managerial/supervisory staff relative to the interpretation and implementation of relevant HR policies, procedures and programs.

  • Ensure HR policies, procedures, and practices are compliant with relevant state, federal and local employment laws.

  • Participates as key driver in human resource policy in partnership with HR team and Corporate Attorney. May assist in the formulation of various HR policies and procedures. Reviews and explains HR policies and programs to the organization assigned.

  • Viewed as the subject matter expert for human resources at the location

  • Take appropriate action to ensure the integrity and sustained certification of the Quality standard and any other audit findings related to HR (e.g. GRIP, PLC audit, OFCCP…).

  • Participate in HR projects as needed and any other duties as requested.

About Us

GKN is a global engineering business. We design, manufacture and service systems and components for most of the world’s leading aircraft, vehicle and machinery manufacturers. We are continuously evolving, pioneering new technologies and reinventing existing ones, stretching ourselves to better in everything we do. GKN operates three divisions: GKN Aerospace, GKN Driveline and GKN Powder Metallurgy employing 56,000 people in more than 30 countries.

GKN Driveline is the market leader in the development and delivery of contemporary and electrified driveline systems and solutions. With a comprehensive global footprint, we design, develop, manufacture and integrate an extensive range of driveline technologies for over 90% of the world’s automotive manufacturers.

Diversity and Inclusion

As a global engineering company, innovation is what differentiates us from our competitors and is central to our success.

A balance of cultures, ethnicities and genders help bring new ideas and creativity to GKN. We need people of different backgrounds, with different skills and perspectives to spark originality, imagination and creativeness in our teams around the world.

GKN is an equal opportunity employer.

We treat all our employees and applicants fairly and are committed to ensuring that there is no discrimination or harassment against any employee or qualified applicant on the grounds of age, race, creed, color, national origin, ancestry, marital status, affectional or sexual orientation, gender identity or expression, disability, nationality, sex, or veteran status or any other characteristic protected by law.

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