Human Resource Business Partner

Position Overview At Hidden Level, we’re building the future of airspace awareness through cutting-edge RF sensing technology. Our mission is to make the world safer—whether it’s protecting troops, securing infrastructure, or enabling smarter cities. We design, manufacture, and deploy advanced sensor systems that deliver real-time insights for defense and commercial applications. The Human Resources Business Partner, Operations serves as a trusted advisor to Operations leaders and employees, aligning people strategies with business priorities while providing hands-on HR support. This role partners closely with managers on workforce planning, employee relations, performance management, talent development, and organizational effectiveness. The HRBP helps strengthen leadership capabilities, improve employee engagement and retention, and support a safe, productive, and positive work environment as Hidden Level grows.

Location Onsite in Syracuse, NY. Travel between multiple company buildings in the Syracuse area is required.

Responsibilities Business Partnership & Workforce Planning

• Partner with Operations leadership to understand business priorities and develop people strategies that support operational goals.
• Provide guidance on workforce planning, staffing needs, organizational structure, and skills gaps.
• Build trusted relationships with employees, front-line supervisors, and Operations leaders, maintaining a regular presence across company locations.
• Use workforce data and employee feedback to identify trends and recommend improvements to retention, engagement, and operational effectiveness.
• Support organizational changes through planning, manager coaching, and clear employee communication.

Employee Relations & Manager Coaching

• Serve as the primary HR partner for Operations employees and leaders on employee relations, attendance, conduct, policy interpretation, and employment practices.
• Coach managers on performance expectations, feedback, corrective actions, conflict resolution, and effective people management.
• Conduct workplace investigations and partner with HR leadership on complex or sensitive employee matters.
• Ensure consistent application of HR policies and practices, exercising sound judgment and maintaining confidentiality.
• Promote a respectful, inclusive workplace and help managers address concerns promptly and effectively.

Talent Management & Development

• Own full-cycle recruiting for Operations positions, including sourcing, screening, interview coordination, candidate selection, and offer management.
• Partner with hiring managers to define staffing needs, establish hiring priorities, develop job descriptions, and evaluate candidates.
• Build candidate pipelines to support current and anticipated Operations hiring needs and provide a positive candidate experience throughout the hiring process.
• Coordinate with managers and HR team members to ensure a smooth transition from hiring to onboarding.
• Partner with managers on performance management, goal setting, career development, and succession planning.
• Identify skills gaps and development needs and collaborate with leadership to implement targeted learning opportunities.
• Support leadership development for front-line supervisors and operational managers.
• Participate in talent reviews, calibration discussions, and annual compensation reviews.

Employee Engagement & Retention

• Conduct exit interviews, identify recurring themes, and recommend actions to improve the employee experience.
• Support recognition, employee feedback, and communication practices that strengthen engagement and accountability.
• Help leaders identify and address factors affecting retention, workload, and team effectiveness.

Employee Well-Being & Safety Partnership

• Partner with Operations and Environmental Health and Safety (EHS) leadership to support employee well-being and a strong safety culture.
• Participate on the Safety Committee and support safety communications and related workforce initiatives.
• Coordinate the HR aspects of return-to-work and accommodation processes in partnership with EHS, managers, and other appropriate resources.
• Identify employee concerns and workforce trends that may affect safety, attendance, or operational effectiveness.

HR Programs & Operational Support

• Support the implementation of HR programs, policies, and organizational initiatives across Operations.
• Partner with HR team members to deliver consistent onboarding, offboarding, employee documentation, and other core HR processes.
• Support compliance with applicable federal, state, and local employment laws.
• Use HRIS systems and reporting tools to monitor workforce metrics and inform recommendations.
• Identify opportunities to improve HR processes and participate in additional HR projects as needed.

What We’re Looking For

• Ability to connect business priorities with practical people solutions.
• Strong employee relations, manager coaching, conflict resolution, and problem-solving skills.
• Ability to build credibility and influence decisions across all levels of the organization.
• Sound judgment and discretion when handling sensitive information.
• Strong communication and analytical skills, including the ability to translate workforce trends into actionable recommendations.
• Ability to balance longer-term initiatives with day-to-day employee and manager needs in a fast-paced environment.

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 5+ years of progressive Human Resources experience, including experience supporting manufacturing, production, operations, or industrial workforces.
• Demonstrated experience independently advising front-line supervisors and operational leaders on employee relations, performance management, and workforce needs.
• Experience managing employee relations matters, performance concerns, corrective actions, and workplace investigations.
• Experience managing full-cycle recruiting and supporting workforce planning, employee development, engagement, or organizational change.
• Experience supporting workforce planning, employee development, engagement, or organizational change initiatives.
• Strong working knowledge of employment laws and HR best practices.
• Proficiency with HRIS systems and reporting tools.

Preferred Qualifications

• Experience in an HR Business Partner or comparable advisory role.
• Experience supporting aerospace, defense, technology manufacturing, or other highly regulated industries.
• Experience partnering with EHS teams on employee well-being, workplace safety, return-to-work, or related initiatives.

Compensation and Benefits: Hidden Level offers a competitive salary and a comprehensive benefits package, including health insurance, paid parental leave, flexible time off, 401(k) with employer contributions, life insurance, disability insurance, and potential stock options. Salary Range: The salary range for this position is estimated at $91,000 to $115,000 annually. Please note that the salary information is a general guideline only. Hidden Level considers factors such as (but not limited to) scope and responsibilities of the position, candidate's work experience, education/ training, key skills as well as market and business considerations when extending an offer. Equal Opportunity Employer: Hidden Level is an Equal Opportunity Employer. We consider all qualified applicants for employment without regard to race, color, religion, national origin, sex, pregnancy, sexual orientation, gender identity, age, veteran status, disability, or any other status protected by applicable federal, state, or local law. Security Note: Due to the nature of Hidden Level’s technology, only U.S. citizens can be considered for this position. Hidden Level Employees must be able to obtain and maintain a U.S. Government Security Clearance, if required for the position. Please click here to review the National Security Clearance Adjudicative Guidelines.