Human Resources Business Partner

Human Resources Business Partner

About McNaughton McKay Group:

McNaughton McKay Group (MMG) is a 100% employee-owned distributor of electrical and PVF (pipes, valves, and fittings) solutions, serving the industrial, commercial and construction markets. Our portfolio of trusted brands operates from more than 60 branches across nine states and Germany. At MMG, we do more than deliver products. We build lasting partnerships—backed by deep inventory and local expertise—to keep your projects moving and businesses growing. Our empowered team provides the support, insight and scalable solutions needed to navigate today’s demands and solve our customers’ most complex challenges.

Role Purpose:

The Human Resources Business Partner (HRBP) serves as the primary Human Resources leader for their assigned region / scope, partnering with regional leadership and employees to support the full employee lifecycle and ensure the effective execution of HR programs, processes, and policies.

This role aligns business objectives with people strategies, while providing hands-on HR support across areas including employee relations, recruiting, payroll coordination, benefits guidance, and HR system administration. HRBPs are responsible for ensuring HR practices are executed consistently, compliantly, and in alignment with company standards across their region.

Operating within a centralized HR structure, the HRBP reports to the HR Manager and partners with subject matter experts within Total Rewards to deliver high-quality HR services to the business. Within their assigned region, the HRBP acts as a trusted advisor and key decision partner to leadership, helping leaders effectively manage their teams, navigate complex people situations, and build a strong and engaged workforce.

As a Human Resources Business Partner, you will:

Regional HR Partnership & Leadership

• Serve as the primary HR partner for leaders and employees within the assigned region.
• Provide coaching, guidance, and practical HR support to help leaders effectively manage performance, employee development, engagement, and organizational change.
• Support workforce planning, organizational design, succession planning, and talent development initiatives to ensure the business has the right people and structure to support growth.
• Maintain strong business acumen related to regional operations and ensure HR strategies and decisions support operational goals.
• Drive consistent application of company policies, programs, and HR best practices across the region.

Employee Relations & Performance Management

• Lead the resolution of employee relations matters within the region by conducting objective investigations, advising leaders on appropriate actions, and ensuring fair and consistent application of company policies.
• Provide guidance on performance management, coaching, disciplinary actions, and documentation while helping leaders navigate complex or sensitive employee situations.
• Support employee separations including resignations, retirements, reductions in force, and terminations while partnering with HR leadership and legal counsel as needed to mitigate risk.
• Conduct exit interviews and analyze feedback to identify trends and opportunities to improve the employee experience.

Talent Acquisition & Onboarding

• Partner with hiring managers to support recruiting and hiring efforts including resume review, candidate screening, interview participation, and hiring recommendations.
• Complete compensation analyses and coordinate offer approvals in partnership with HR leadership and Total Rewards.
• Prepare and coordinate extension of offer letters for both internal and external candidates.
• Oversee onboarding processes to ensure new employees are successfully integrated into the organization and fully set up within HR systems.

Payroll, HR Systems, & Employee Data

• Ensure the accuracy and timeliness of HR system updates and payroll-related submissions impacting employees within the region including promotions, transfers, compensation changes, one-time payments, and other employment updates.
• Monitor timecard approvals, payroll deadlines, and supporting documentation to ensure accurate payroll processing and compliance with established procedures.
• Partner with managers to resolve discrepancies and maintain accurate employee data.

Benefits & Leave Administration

• Serve as a resource to employees and managers regarding company benefit programs and eligibility requirements.
• Support employees through key benefits processes including enrollments, life events, and open enrollment.
• Guide employees through leave of absence processes including FMLA, short-term disability, long-term disability, and workers’ compensation, ensuring employees understand requirements and timelines while maintaining compliance with company policies and regulatory obligations.

Compliance & Risk Management

• Maintain working knowledge of employment laws and HR compliance requirements.
• Ensure HR processes follow company policies and regulatory guidelines.
• Maintain appropriate documentation for employment actions, payroll changes, and employee relations matters.
• Partner with HR leadership and legal counsel to mitigate employment-related risks.

HR Operations & Process Excellence

• Serve as the primary point of contact for HR-related matters within the assigned region.
• Partner with centralized HR specialists (Payroll, Benefits, Total Rewards, etc.) to ensure effective service delivery.
• Ensure HR system changes and documentation are completed accurately and within established deadlines.
• Support continuous improvement initiatives related to HR processes and service delivery.
• Contribute to departmental initiatives and cross-functional HR projects.

Desired Knowledge/Skills/Abilities Include:

• Master’s and/or bachelor’s degree preferred
• 5+ years of multi-disciplined Human Resources experience in a fast-paced environment
• Excellent verbal, written, interpersonal communications
• Extensive computer knowledge and demonstrated ability in HRIS (Dayforce)
• Intermediate knowledge of employment laws
• Intermediate labor relations, investigation management
• Intermediate knowledge of benefits and compensation
• Excellent organizational skills
• Sensitive treatment of confidential information
• Experience in an environment supporting both hourly and salaried populations (Preferred)
• Ability to demonstrate managerial courage with all levels within the organization (Preferred)

Reporting Structure:

Reports To: HR Manager

Direct Reports: None

Working Conditions:

Normal office environment; occasional travel to branches within assigned region

EEO/AA/M/F/Vet/Disability Employer:

The above statements are intended to describe the essential functions and related requirements of persons assigned to this job.  They are not intended as an exhaustive list of all job duties, responsibilities and requirements.