Career Detail

People & Culture Business Partner

The People& Culture Business Partner is responsible for aligning business objectives with employees and management in designated business functions. P& C Business partners with management in the development of solutions through organizational, cultural, and process-oriented perspectives. The position is responsible for both administrative and strategic responsibilities with the goal of delivering value-added service to management and employees that reflects the business objectives of the organization. The People& Culture Business partner maintains an effective level of business literacy about the business financial position, its midrange plans, it’s culture and its competition.


Waukegan, Illinois




  • Strategic Management

    • Acts as a business partner with function leaders responsible for understanding the financial performance and strategic direction of the Company and its locations, providing solutions for cost effective use of personnel resources including but not limited to resource planning, career planning, logical career progression, workforce reduction, job description enhancement, flexible workforce, competitive fringe benefits, etc.
    • Creates, develops, and implements organizational designs/structures that enable strategy execution in efficient application of people resources. Drives alignment of people and culture, utilizing effective change management approaches to ensure minimal business disruption.
    • Provide sage advice, offering sound judgement and counsel to guide the organization through transformation and on-going success and growth.


  • Leadership Development

    • Continuously evaluate talent within the organization and manage each tier appropriately.
    • Oversee a best-in-class, well-oiled talent acquisition process. Utilize all available methods and technologies to maintain a consistent pipeline of employees who want to work at the company.
    • Utilizes tools, training, and engages leaders in performance management, talent management, employee development. Maintains, tracks, and measures metrics for performance management, succession planning, and employee development.


  • Engagement

    • Coaches supervisors/managers and all other employees regarding company/division policy and procedures relating to benefits, discipline, morale, compensation, and related issues. Assists in auditing such activities to determine fair and consistent application of appropriate policy. Keeps aware of issues that may result in discipline/termination.
    • Provides coaching and thought partnership to functional leaders on myriad of topics around people.
    • Conducts investigations and provides guidance on employee behavior and conflict resolution


  • Supervisory Responsibilities

    • This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department.


  • Other

    • A strategic thinker with a demonstrated ability to contribute to a leadership team’s processes and success beyond traditional P&C functional responsibilities.
    • History of influencing through others and enabling managers to make great decisions.
    • Strong executive presence with the ability to articulate a vision, establish a clear sense of direction and create a culture with respect and accountability.
    • Works at all levels of the organization; connects with an hourly material handler as easily as with the C-suite.
    • Possesses a keen eye for talent; consistently coaching and advising employees at all levels to elevate the level of talent within the company. Acts with a servant-leadership mentality.


Skills Requirements:

  • 8 years of experience resolving complex employee relations issues.
  • Working knowledge of multiple human resource disciplines, including Talent management, compensation practices, organizational diagnosis, diversity, and federal and state respective employment laws.
  • Solid desire and ability to create and improve processes, build relationships, and make Deublin better.
  • Expertise in people/HR policies & procedures - and a track record of prioritizing, defining, developing, and rolling out scalable HR solutions that address the needs of the business.


Education and Experience:

  • Bachelor’s degree, master’s degree is a plus
  • SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment


Physical Demands

  • Prolonged periods of sitting at a desk, walking, and working on a computer.
  • Must be able to lift to 15 pounds at times.