Sr. Human Resources Business Partner

Sr. Human Resources Business Partner

BH Job

Ingersoll Rand is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances.

Job Title: Senior Human Resource Business Partner

Location: Remote within the Alsip or Chicago, IL area.

About Us: Imagine a company with technology leadership of over 160 years, yet it operates with the energy of a startup. Ingersoll Rand has dedicated itself to Making Life Better for its employees, customers, shareholders, and planets. We produce innovative and mission‑critical flow creation and life science technologies – from compressors to precision handling of liquids, gases, and powers – to increase industrial productivity, efficiency, and sustainability.

Supported by over 80+ brands, our products are used in various end‑markets including life sciences, food and beverage, clean energy, industrial manufacturing, infrastructure, and more. Across the globe, we’re driving growth with an entrepreneurial spirit and ownership mindset. Learn more at  and join us to own your future.

Job Overview: At Ingersoll Rand, we strive to Make Life Better. The Senior HR Business Partner (HRBP) plays a pivotal role in aligning talent strategies with business objectives. This role partners closely with leaders to drive organizational effectiveness, talent development, and employee engagement, ensuring HR solutions reflect our entrepreneurial spirit, ownership mindset, and commitment to innovation. This role will be heavily operations focused both in North America and Europe.

• Strategic Partnership: Act as a trusted advisor to functional leaders, providing guidance on workforce planning, communications, organizational design, talent strategy, and change management.
• Talent Management: Lead talent reviews, succession planning, and development initiatives to build high‑performing teams and future‑ready leadership pipelines.
• Employee Relations & Engagement: Foster a culture of inclusion, belonging, and respect by addressing employee concerns, promoting engagement strategies, and supporting culture‑building efforts.
• Performance & Compensation: Support performance management processes and partner with Total Rewards to ensure compensation practices are aligned with market benchmarks and internal equity.
• Data‑Driven Insights: Use HR analytics and metrics to inform decisions, identify trends, and recommend proactive solutions to business challenges.
• Change Leadership: Support organizational transformation efforts, including restructures, M&A integration, and process improvements, with a focus on employee experience and business continuity.
• HR –
  
  Collaboration:
  
  
  • Collaborate with COE and Shared Services partners in the design, development, deployment and continuous improvement of effective, sustainable HR processes and programs that enable business success.
  • Effectively collaborate with Talent Acquisition and hiring manager colleagues to fill open roles with the best talent as quickly as possible, while coaching partners on, and ensuring adherence to, the TA process.

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• 7+ years of progressive HR experience, with at least 3 years in a business partner role supporting operations functions.

• HR Expertise:
  Comprehensive understanding of HR principles, processes, and regulations.
• Stakeholder Engagement:
  Effective communication with various stakeholders, fostering collaboration to achieve results.
• Analytics and Data‑Driven Decision‑Making:
  Create and maintain HR metrics, utilizing workforce data, to inform and influence decisions for improvement.
• Change Management:
  Effectively manage organizational culture through transitions in HR policies, practices, and systems,…