Lead, HR Business Partner

The Role

The Human Resources Business Partner (HRBP) will support Entegris’ Bedford and Franklin sites, partnering with a diverse manufacturing and office-based workforce across two business divisions. With approximately 400 employees today and growth expected to reach roughly 500 employees by year-end, this is a high-impact opportunity to help shape a rapidly evolving organization. The HRBP will serve as a trusted advisor and hands‑on partner to site, functional, and division leaders, translating business priorities into practical people strategies that strengthen leadership capability, organizational effectiveness, employee engagement, and retention.

Success requires the ability to influence without direct authority, connect priorities across a highly matrixed environment, and bring clarity and momentum when ownership is shared or conditions are ambiguous. The ideal candidate is energized by complexity and growth, brings sound judgment to sensitive employee matters, and can move seamlessly between strategic consultation and disciplined execution.

Lead, HR Business Partner

The Human Resources Business Partner (HRBP) will support Entegris’ Bedford and Franklin sites, partnering with a diverse manufacturing and office-based workforce across two business divisions. With approximately 400 employees today and growth expected to reach roughly 500 employees by year-end, this is a high-impact opportunity to help shape a rapidly evolving organization. The HRBP will serve as a trusted advisor and hands‑on partner to site, functional, and division leaders, translating business priorities into practical people strategies that strengthen leadership capability, organizational effectiveness, employee engagement, and retention.

Success requires the ability to influence without direct authority, connect priorities across a highly matrixed environment, and bring clarity and momentum when ownership is shared or conditions are ambiguous. The ideal candidate is energized by complexity and growth, brings sound judgment to sensitive employee matters, and can move seamlessly between strategic consultation and disciplined execution.

• Translate business strategy into clear, data-driven people priorities, actions, and initiatives that support site performance, workforce expansion, and sustainable growth.
• Serve as the primary onsite HR partner for employees and leaders at the Bedford and Franklin, Massachusetts sites, triaging issues based on urgency, business impact, employee experience, compliance risk, and competing priorities.
• Navigate a highly matrixed organization spanning two business divisions and multiple functions; build alignment among stakeholders with different priorities, clarify decision rights, and influence timely, enterprise‑minded outcomes without relying on formal authority.
• Partner with plant and functional leaders to strengthen leadership effectiveness, accountability, and execution discipline, with particular focus on coaching and accelerating the capability of newer people leaders.
• Lead and support sensitive, complex employee relations matters and workplace investigations, ensuring a timely, thorough, objective, well‑documented, and consistent process; identify themes and recommend actions that reduce risk and improve the work environment.
• Provide practical coaching to leaders on performance management, feedback, conflict resolution, corrective action, policy application, and difficult employee conversations.
• Lead change management efforts that support organizational growth and transformation, driving adoption of new processes, systems, structures, and ways of working across diverse stakeholder groups.
• Act as a catalyst for culture transformation by…