Human Resources Associate Jobs in Missouri

INTRODUCTION

We are seeking an experienced HR Partner to support a growing organization and partner closely with leadership and HR teams to provide comprehensive human resources support. This role will focus heavily on employee relations, labor relations, manager coaching, and HR compliance, while also supporting workforce growth and organizational initiatives. The ideal candidate will have 5+ years of progressive HR experience, with strong expertise in employee relations and a demonstrated background in labor relations and union avoidance. This is an excellent opportunity for an HR professional who enjoys working directly with leaders and employees in a fast-paced, growing environment. This position reports to the North America HR Partner Manager and will work closely with other HR Partners and business leaders supporting an employee population of approximately 300.

KEY RESPONSIBILITIES

Employee & Labor Relations:

- Provide guidance and support on a broad range of employee relations matters, including grievances, disciplinary actions, performance improvement plans, attendance/leave issues, investigations, and terminations.
- Conduct and/or support workplace investigations as appropriate.
- Partner with leadership to proactively address employee relations concerns and mitigate organizational risk.
- Provide guidance related to labor relations and union avoidance, helping leaders maintain positive employee relationships and a productive workplace.
- Partner with leadership teams and HR Business Partners on performance management, including disciplinary actions and performance improvement plans.
- Protect the organization's interests while ensuring fair, consistent, and legally compliant HR practices.

Manager Coaching & Development:

- Serve as a trusted advisor to frontline and mid-level managers on employee relations, performance management, and people practices.
- Coach leaders on effective approaches to employee concerns, workplace issues, and difficult conversations.
- Assist in developing and delivering manager training related to employee relations and people practices.
- Support leadership in applying company values and leadership principles consistently across the organization.

HR Policy & Compliance:

- Interpret and implement HR policies, procedures, and practices.
- Ensure HR practices remain compliant with applicable employment laws and regulations.
- Observe workplace safety and employee engagement during regular site visits and identify areas requiring attention.
- Help ensure required employment and compliance postings are current and properly displayed.

HR Business Partnership & Operations:

- Collaborate with HR Business Partners to provide operational HR support to employees and frontline/mid-level leaders.
- Support key HR processes, including promotions, hiring, onboarding, employee separations, employee relations, and other employee lifecycle activities.
- Partner with leadership and HR teams to ensure consistent and effective execution of HR processes.

Compensation & Total Rewards:

- Support job offers, salary increases, promotions, retention initiatives, and recognition programs.
- Review compensation data and prepare recommendations aligned with the organization's compensation philosophy and guidelines.

Workforce Planning & Growth:

- Support the development and execution of local workforce strategies and plans.
- Coordinate activities related to hiring, internal mobility, restructuring, terminations, and capability development.
- Support organizational growth initiatives, with a particular focus on onboarding and talent acquisition.
- Partner with HR and business leadership to ensure workforce needs are effectively addressed.

Employee Engagement & Culture:

- Partner with HR Business Partners and leadership to implement initiatives focused on employee engagement, culture, inclusion, and organizational effectiveness.
- Help foster a positive workplace culture and strong employee-management relationships.

MINIMUM QUALIFICATIONS

- 5+ years of progressive HR experience, with significant experience in employee relations.
- Strong employee relations and labor relations experience.
- Demonstrated experience with union avoidance and/or labor relations strategy.
- Bachelor's degree.
- Strong knowledge of employment laws, HR policies, and regulatory requirements.
- Proven ability to coach and influence frontline and mid-level leaders.
- Strong investigation, conflict resolution, and problem-solving skills.

PREFERRED QUALIFICATIONS

- Bachelor's degree in Human Resources, Business, or a related discipline.
- Experience supporting an employee population of approximately 300 or more.
- Experience in a growing organization or environment with significant organizational change.
- Background in onboarding, talent acquisition, and workforce planning.
- Experience working in a manufacturing, industrial, or site-based environment is a plus.
- Experience with Workday or similar HRIS platforms is highly preferred.

ADDITIONAL DETAILS

- Work Arrangement: Hybrid; primarily onsite with approximately 1 remote day per week.
- Travel: No travel required.
- Employee Population: Approximately 300 employees.
- Reporting Structure: Reports to the North America HR Partner Manager and works closely with other HR Partners.
- Hiring Timeline: Immediate need; the organization is focused on finding the right long-term fit.

The ideal candidate is a hands-on HR professional who is highly comfortable handling complex employee relations matters, coaching managers, and working directly with employees and leadership. They should bring strong employee and labor relations expertise, sound judgment, excellent communication skills, and a proactive approach to union avoidance and workplace relations. Experience supporting organizations through growth, hiring, onboarding, and organizational change will be highly valued.