Job Description

About NCS

National Carwash Solutions is one of the largest providers of car wash equipment, parts, chemicals, and service in North America. Our manufacturing plants and regional distribution centers — producing and delivering the equipment, parts, and chemicals behind brands like MacNeil, Ryko, and VacuTech — keep wash sites supplied and running for customers nationwide. This role sits at the heart of that operations organization, partnering with plant and distribution leaders to build a strong, well-supported workforce.

The HR Business Partner (HRBP) serves as the primary strategic HR contact for NCS's Plant Operations and Regional Distribution organization — based at the De Pere, Wisconsin plant and supporting Regional Distribution Centers located across multiple states, ranging from Operations Directors and managers down to plant and distribution supervisors, warehouse staff, and hourly associates. Partnering closely with the HR Director, the HRBP advises and coaches people leaders, manages complex employee relations matters, and drives initiatives in retention, performance, and manager capability across multiple time zones and a wide range of management styles. This is a hands-on partner role for a seasoned HR professional who thrives supporting an hourly, plant- and distribution-based workforce in a multi-state environment.

Key Responsibilities

• Serve as trusted advisor and coach to people leaders across plant operations and distribution (Ops Directors, Plant/Operations/Distribution Managers, and supervisors), supporting a wide range of management styles and experience levels.
• Manage and resolve complex employee relations matters, including investigations, conflict resolution, performance concerns, and exit decisions, partnering with the HR Director and legal as needed.
• Guide managers through the full performance management cycle — goal setting, reviews, calibration, coaching plans, and performance improvement plans.
• Advise on multi-state employment law compliance, ensuring HR practices align with varying state and local requirements across the field footprint.
• Analyze turnover and engagement trends for plant, manufacturing, distribution, and warehouse roles, and partner with operations to develop and execute retention strategies.
• Support workforce and organizational planning, including org design, leveling, staffing needs, and succession for the regional structure.
• Partner with operations and EHS leaders to reinforce safety and compliance expectations within the field workforce.
• Lead or support change management efforts as the organization grows and restructures.
• Provide input on compensation, leveling, and offer decisions in partnership with the HR Director.
• Build people-leader capability through coaching, training, and consistent application of HR policy and practice.
• Partner with and provide direction to the HR Generalist on day-to-day execution, escalations, and process improvement.
• Champion the use of AI for continuous improvement, partnering across HR to redesign and automate processes rather than simply speeding up existing tasks.

Required Qualifications

• 7+ years of progressive HR experience, including direct support of hourly and corporate/support-function populations in a manufacturing and/or distribution environment.
• Working knowledge of multi-state employment law and the ability to apply it across a distributed workforce.
• Demonstrated experience independently handling complex employee relations matters in a manufacturing and/or distribution setting, and coaching managers.
• Strong judgment, discretion, and the ability to build trust and partner with leaders at all levels across the organization.
• Effective communication and influencing skills across time zones and varied management styles.
• A working understanding of what AI tools can do beyond routine tasks (e.g., drafting), with a demonstrated willingness to learn, experiment, and apply them to improve real processes.
• Bachelor's degree in Business Management or a related field, or an equivalent combination of education and experience.
• Work Authorization: Candidates must be legally authorized to work in the United States on a permanent basis without the need for employer-sponsored visa support now or in the future (e.g., H-1B, TN, OPT/CPT extension requiring sponsorship, or other employment-based visa sponsorship). Examples of candidates who meet this requirement include U.S. citizens, U.S. nationals, lawful permanent residents (green card holders), and other individuals with permanent, unrestricted work authorization.

Preferred Qualifications

• SHRM-CP or PHR certification.
• Experience supporting a manufacturing, distribution, or multi-site workforce.
• Familiarity with HRIS systems and people analytics.

Working With the HR Generalist

This role is supported by a dedicated HR Generalist who handles the operational and transactional HR work for the department, allowing the HRBP to focus on strategic partnership and complex matters. The general dividing line:

HRBP (this role) — strategic, advisory, complex judgment:

• Complex/sensitive employee relations and investigations
• Manager coaching and performance management consultation
• Workforce planning, org design, and leveling
• Multi-state compliance strategy and risk decisions
• Retention strategy and engagement initiatives
• Change management and people-leader capability building

HR Generalist — operational, transactional, employee-facing day-to-day:

• Onboarding/offboarding logistics and new-hire coordination
• HRIS data entry, records maintenance, and reporting
• Leave/benefits question triage and routine administration
• First-line employee questions and tickets (escalating complex matters to the HRBP)
• Compliance documentation (I-9s, postings, file management)
• Training and meeting logistics

Guiding principle: the HR Generalist owns process, administration, and first-line support; the HRBP owns strategy, advisory work, and complex judgment. The HR Generalist escalates matters requiring legal risk assessment, manager coaching, or organizational decisions to the HRBP.

Travel

Approximately quarterly travel to the Regional Distribution Centers and plant sites for site visits and team support. Travel may be a mix of car and air; a valid driver's license is required.

Benefits & Compensation

NCS offers a comprehensive benefits package including medical, dental, and vision coverage, 401(k) with company match, paid time off, and additional benefits. (Compensation range to be added prior to posting — see alert below.)

Equal Opportunity Employer

NCS is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, genetic information, or any other characteristic protected by federal, state, or local law.