HR People Business Partner

Join Dura-Line, an Orbia business, in leading the charge for global connectivity! As the premier manufacturer of plastic conduit pipes, we create pathways that connect people and information worldwide in various markets. Every part of the manufacturing process is monitored with environmentally friendly sustainable efforts in mind. Quality, sustainability, and safety are paramount values at Dura-Line. Be part of our mission to Advance Life Around the World.

People Business Partner (PBP)/ HR Manager (onsite)

Location: West Valley City, UT

Are you driven to grow people, strengthen culture, and partner with leaders to deliver results?

At Dura‑Line LLC, we believe our people are what connect us. We are seeking an experienced, hands‑on People Business Partner (PBP) to support our WVC, UT manufacturing plant. If you enjoy building strong working relationships, resolving complex employee relations matters, and shaping employee experience at the plant level, this role offers the opportunity to make a meaningful impact.

The People Business Partner (PBP) provides HR guidance, analyzes people metrics, resolves employee relations issues, and partners with plant leadership to improve work relationships, build morale, increase productivity and retention, and enhance the overall employee experience for smaller or less complex manufacturing sites.

This role supports a broad range of HR activities including recruitment, employee relations, payroll and benefits administration, compliance, and training. PBP is a proactive advisor with strong interpersonal skills and a solid foundation in HR best practices and employment law.

Key Responsibilities

• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. 
• Provides day-to-day performance management guidance for line management (e.g., coaching, counseling, career development, disciplinary actions)
• Facilitates the local onboarding process for new hires, ensuring a smooth transition into the organization/conducts offboarding activities including performing exit interviews. May support hourly recruitment activities onsite
• Support of the People team and plant level business needs, utilize HR metrics to develop and implement initiatives that positively impact the organization and the employee experience
• Provides site policy guidance & training for company compliance
• Identifies training needs, works with the Plant Trainer to coordinate employee training programs, and facilitates various HR related training courses
• Supports various people team projects /annual objectives such as front-line leader training, onboarding process optimization, and career pathing/job leveling
• Performs initial data analysis and provides requested reports from managerial staff
• Provides support to Sr.HR Business Partner in the areas of data & analysis, compensation, performance management, talent management, and other aspects of the employee journey
• Builds and maintains relationships with People Team, Shared Services and COEs partners

Education, Experience & Qualifications

• Bachelor’s degree in Human Resource Management or a related field preferred
• Certified Professional (SHRM-CP) or credential or ability to obtain certification within one year of employment is a plus 

• Minimum 5–8 years of experience resolving complex employee relations issues
• Working knowledge of multiple HR disciplines including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state employment laws
• Experience with HRIS systems such as SuccessFactors and Ceridian Dayforce is a plus
• SHRM‑CP certification (or ability to obtain within one year) is a plus
• Proficient with Microsoft Office Suite, CRM, ATS. Experience in HRIS systems SuccessFactors and Ceridian Dayforce is a plus 

Physical Requirements (applicable in line with local laws):

• Prolonged periods of sitting at a desk and working on a computer
• Frequent walking and standing; occasional stair climbing
• Work environment may require wearing personal protective equipment (PPE) in designated areas
• Ability to lift up to 15 pounds at times

What We Offer

• 401(k) with 6% company match, plus an automatic additional 3% employer contribution
• Medical, Dental, and Vision benefits beginning day one
• Employer‑paid Short‑Term & Long‑Term Disability and Life Insurance
• Wellness programs including EAP, paid parental leave, fitness and weight‑loss reimbursement
• Tuition reimbursement, 11 paid company holidays, paid vacation and sick time
• Career development opportunities in a collaborative culture focused on work‑life balance, innovation, and teamwork

The compensation for this position will typically range from $80,500-$149,000 annually. The actual base pay offered to the successful candidate will be based on multiple factors, including but not limited to job-related knowledge/skills, experience, geographical location, and internal equity.

The compensation package may also include short and long-term incentive compensation. We offer a comprehensive benefits package that includes healthcare coverage, a 401(k) retirement savings plan, paid company holidays, paid vacation time, paid sick time, parental leave, short- and long-term disability leave, and an employee assistance program. At Orbia, we are committed to taking care of our employees and believe in providing comprehensive support so you can thrive at work and home.

All employees are subject to pre-employment Background Check and Drug Screening and employment is contingent upon successful clearance of both. Dura-Line is an Equal Opportunity Employer and participates in the federal E-Verify program to verify the work eligibility of all new hires.

Dura-Line will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)