Sr. Human Resources Business Partner 

Department: Human Resources

Reports to: Director, HR

About Beretta 

Beretta is the world’s oldest continuously operating industrial dynasty, with documented origins dating back to 1526, when Mastro Bartolomeo Beretta sold 185 harquebus barrels to the Venice Arsenal. 16 Generations of the Beretta family have carried the brand forward, evolving it from artisanal barrel‑making into a globally recognized firearms manufacturer known for precision, craftsmanship, and technological advancement. Through centuries of growth, modernization, and strategic expansion, Beretta has become a leader in both the global sporting and defense markets.

Joining Beretta means becoming part of a company with centuries of stability and craftsmanship, backed by a reputation for quality and innovation. Beretta USA offers a wide range of roles from manufacturing to engineering to corporate positions, and provides competitive benefits, including medical, dental, and vision insurance, employee assistance program, paid vacation and sick time off, paid holidays, tuition assistance, a 401(k) plan, retirement program, Beretta product discounts and so much more.

About the role

The Sr. HRBP role is full‑time, onsite based at the Gallatin, TN facility, working Monday through Friday from 8:30 a.m. to 5:00 p.m. The overall role of the Sr. HRBP, revolves around four areas of expertise:

 Strategic Partner: Knows the business and builds strong relationships and partnerships with business leaders, acting as a trusted advisor to senior leadership and management.

 Change Agent: Acts as a catalyst to drive meaningful change & impact, understanding the pace at which the business can change. 

 Administrative Expert: Ensures process excellence in delivering operational HR, in compliance with federal, state, and local labor law. 

 Employee Champion:  Act as voice of employee and enhance human capital contribution while protecting the business. 

It is important that the incumbent has a strong work ethic, a drive and desire to move the business forward, a drive for results, strong quality of work, and exceptional attention to detail.

The selected candidate will be the focal point to assist in the development and implementation of HR strategy, programs and policies for Beretta USA’s Gallatin campus. The Sr. HRBP will be responsible for talent identification and recruiting, performance management, employee relations, compensation, reward and recognition, succession planning, organization and staff development, leadership/bench strength development, staffing, etc.

This position has significant senior leadership visibility and requires a candidate with strong leadership and decision-making skills. The incumbent must have strong communication skills to be able to effectively interact with a geographically disbursed HR team. As part of the matrix environment, strong collaboration with the Corporate HR team is a critical part of success to this role.

The Sr. HRBP serves as a trusted strategic advisor to manufacturing leadership at Beretta USA. This role partners closely with plant leadership, operations managers, and corporate HR to align people strategies with business objectives while ensuring compliance with rigorous regulatory, safety, and operational standards unique to the firearms manufacturing industry. The Senior HRBP balances strategic leadership with hands-on execution, supporting a complex hourly workforce across multiple shifts.

Key Responsibilities

Strategic Leadership and Integration

• Act as a strategic thought partner to manufacturing and operations leadership, advising on workforce planning, organizational design, succession planning, and talent strategy.
• Translate business and production goals into HR initiatives that drive efficiency, engagement, and retention.
• Participate in site leadership meetings, proactively identifying people-related risks and opportunities.
• Support change management initiatives related to new product launches, technology advancements, automation, and lean manufacturing efforts.
• Partner closely with HR leadership to translate strategic objectives into clear work streams, actions, and deliverables
• Lead or support special projects on behalf of the HR Director and leadership team, often involving senior stakeholders and enterprise partners

Operational Excellence 

• Serve as the primary HR leader for a high-volume manufacturing workforce, including exempt, non-exempt, and skilled labor roles.
• Support multi-shift operations, with regular on-site presence during off-shifts as needed to ensure equitable HR support.
• Partner with Operations and EHS teams to align workforce practices with safety, quality, and production objectives.
• Understand and address the unique challenges of machining, assembly, quality, and compliance-driven roles.
• Assist in the development of organizational plans, vision, mission, goals and objectives. Implement and coordinate strategies, policies and practices for HR resource functions. Lead the strategic staffing plans and reporting cadence.

Compliance, Employee Relations & Labor Practices

• Ensure compliance with federal, state, and local employment laws, including FLSA, FMLA, ADA, EEOC, OSHA, ITAR, and ATF-related considerations as they impact HR practices.
• Partner with Compliance, Legal, and Security teams to support regulatory audits, background screening requirements, and controlled-access workforce processes.
• Maintain accurate personnel documentation and support compliance reporting requirements.
• Lead employee relations efforts, including conflict resolution, investigations, disciplinary action, and performance management.
• Ensure consistent application of company policies, labor laws, and fair employment practices.
• Partner with legal counsel and HR leadership on complex employee relations matters and risk mitigation.
• Support union-related activities if applicable, including grievance processes, contract interpretation, and labor-management communications.

Talent Management & Development

• Collaborate with leadership to recruit and onboard skilled manufacturing, technical, and leadership talent.
• Lead performance management processes, including goal setting, reviews, and development planning.
• Support leadership development initiatives for supervisors and managers, with a focus on frontline leadership capability.
• Identify learning needs to deliver training on leadership, compliance, safety culture, and employee relations.

Organizational Culture & Engagement

• Champion Beretta USA’s values, safety culture, and commitment to operational excellence.
• Drive employee engagement initiatives and action planning in partnership with site leadership.
• Support diversity, equity, and inclusion efforts within the manufacturing environment while respecting regulatory and security requirements.
• Foster a culture of accountability, respect, and continuous improvement.

HR Metrics, Analytics & Continuous Improvement

• Analyze workforce data (turnover, absenteeism, engagement, safety, and performance trends) to inform decision-making.
• Use HR metrics to identify improvement opportunities and measure impact of HR initiatives.
• Lead or participate in HR process improvement initiatives to enhance efficiency, consistency, and employee experience.

Additional Duties

• Ensure accurate document management and organization of confidential employee information.
• Support leadership with administrative tasks, scheduling, and communication as needed.
• Perform other related duties as assigned.

Competencies & Skills

• Strong business acumen with the ability to influence senior leaders.
• Strong problem-solving abilities and a proactive mindset
• Deep understanding of manufacturing workforce dynamics and labor practices.
• High level of discretion, judgment, and integrity.
• Excellent communication and conflict resolution skills.
• Ability to balance strategic planning with hands-on execution in a fast-paced environment.

Experience & Education 

• Bachelor’s degree in Human Resources, Business, or Psychology from an accredited four‑year college or university preferred, or equivalent combination of education and experience; Masters degree preferred
• Professional HR Certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred 
• 5-8 years of progressive HR experiences supporting manufacturing or industrial operations in HRBP or Sr. HRBP role required
• Proven experience in employee relations, employment law, and compliance within a regulated environment. 
• Experience supporting hourly, multi-shift, production-based workforces strongly preferred.
• Proficiency with HRIS systems and Microsoft Office applications, ADP knowledge is a plus

      Physical Requirements 

This position requires the ability to sit at a computer for extended periods; walk through production areas as needed; stand as needed; bend, reach, and handle documents or materials; lift and carry items up to 25 pounds; use hands and fingers for typing, filing, and operating office equipment; communicate clearly in environments with varying noise levels; hear and understand verbal instructions; and work in both office and manufacturing environments with typical industrial conditions such as moderate noise, temperature changes, and required PPE.

Work Environment

Within the facility, employees may be exposed to manufacturing noise, airborne liquid chemicals, fine particulate dust, ambient temperatures, and industrial lighting. Work environment is similar to most manufacturing and distribution operations. Employees may be exposed to excessive noise, temperatures, hazards associated with working around moving machinery, exposure to vibrations and shop lighting, humidity, odors, and occasional exposure to chemical hazards.
 

The following Personal Protective Equipment is required when on the manufacturing floor:
Safety glasses with side shields.

Disclaimer: The above job description is not intended as, nor should it be construed as, exhaustive of all responsibilities, skills, efforts, or working conditions

associated with this job. Reasonable accommodation may be made to enable qualified individuals with disabilities to perform the essential functions of this job.