JOB DESCRIPTION

HOW WILL YOU MAKE AN IMPACT?

In this role, you will be the key driver supporting the HR workstream associated with new business ramps, program launches, and facility buildouts across designated sites.

JOB SUMMARY

As the HR Integration Business Partner, you will partner closely with Operations, Program Management, Business Unit leaders, and HR teams to help ensure workforce readiness and successful integration of new programs. You will support the implementation of standardized HR processes, policies, and programs while contributing to change management, and employee onboarding activities that enable operational readiness and successful program execution. This is an individual contributor role and does not have direct people management responsibility.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Support HR integration activities for new business ramps, customer program launches, and facility buildouts, including greenfield and brownfield sites.
• Partner with Operations, Program Management, Site Leadership, and HR leaders to align assigned HR deliverables with ramp timelines and operational readiness milestones.
• Implement and standardize HR processes, policies, and procedures to ensure alignment with company HR frameworks and compliance requirements.
• Coordinate onboarding activities for employees hired to support new programs or site startups.
• Collaborate with Training Manager and Operations to ensure training schedules align with ramp requirements and workforce readiness.
• Support HR-related change management activities associated with new business integration, organizational transitions, and operational expansions.
• Participate in program progress reviews, ramp readiness meetings, and operational status meetings to track HR deliverables and milestones.

• Identify people-related risks associated with ramp activities and partner with leadership to implement mitigation strategies.
• Work closely with Talent Acquisition, HR Operations, and future site HR teams to ensure seamless integration of employees into the organization.
• Contribute to continuous improvement by capturing lessons learned from ramp activities and recommending improvements to HR integration processes.
• Ensure compliance with applicable employment laws, regulations, and company policies.

Location: St. Petersburg, FL (On-Site/Hybrid), Remote
Travel:25% or more, Domestic

JOB QUALIFICATIONS

KNOWLEDGE REQUIREMENTS

• Strong understanding of HR processes, and employee lifecycle management.
• Strong working knowledge of Human Capital Management (HCM) systems, preferably Workday, to support workforce set up for new program ramps and site launches, including organizational structures, position management, and employee data integrity; partner with HRIS and Talent Acquisition teams to ensure system readiness and accurate reporting.
• Experience supporting operations or manufacturing environments with large or rapidly scaling workforces.
• Knowledge of change management practices and organizational transitions.
• Ability to partner effectively with cross-functional stakeholders and escalate risks, decisions, and dependencies appropriately.

SKILLS AND ABILITIES

• Strong project coordination, organization, and follow-through skills.
• Ability to manage multiple assigned priorities in fast-paced environments with evolving operational requirements.
• Strong interpersonal and communication skills with the ability to build relationships across all levels of the organization.
• Analytical mindset with the ability to identify risks and implement practical solutions.
• Ability to work independently while collaborating across global teams.

EDUCATION & EXPERIENCE REQUIREMENTS

• Bachelor’s degree in Human Resources, Business Administration, or related discipline required.
• 3-5 years of progressive HR experience.
• Experience supporting program ramps, facility startups, or workforce expansion initiatives preferred.
• Experience partnering with operations leaders in a manufacturing or operational environment strongly preferred.
• HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred.

BE AWARE OF FRAUD: When applying for a job at Jabil you will be contacted via correspondence through our official job portal with a jabil.com e-mail address; direct phone call from a member of the Jabil team; or direct e-mail with a jabil.com e-mail address. Jabil does not request payments for interviews or at any other point during the hiring process. Jabil will not ask for your personal identifying information such as a social security number, birth certificate, financial institution, driver’s license number or passport information over the phone or via e-mail. If you believe you are a victim of identity theft, contact the Federal Bureau of Investigations internet crime hotline (www.ic3.gov), the Federal Trade Commission identity theft hotline (www.identitytheft.gov) and/or your local police department. Any scam job listings should be reported to whatever website it was posted in.

Jabil, including its subsidiaries, is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, religion, national origin, sex, age, disability, genetic information, veteran status, or any other characteristic protected by law.

Accommodation Statement

If you are a qualified individual with a disability, you have the right to request a reasonable accommodation if you are unable or limited in your ability to use or access Jabil.com/Careers site as a result of your disability. You can request a reasonable accommodation by sending an e-mail to Always_Accessible@Jabil.com or calling 727-803-7988 with the nature of your request and contact information. Please do not direct any other general employment related questions to this e-mail or phone number. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to.