Human Resources Business Partner

Human Resources Business Partner (HRBP) acts as a strategic partner to business leaders across multiple sites and regions, supporting the delivery of organizational objectives through effective and scalable people strategies. The HRBP works in close partnership with Centers of Excellence (COEs) and HR Operations to deliver consistent, high‑quality HR solutions while adapting to local business needs and regulatory requirements.

• Strategic HR Partnership – Act as a trusted advisor and strategic partner to business leaders across multiple sites and regions, translating business priorities into effective people strategies and providing constructive challenge to leadership.
• Organizational Effectiveness & Workforce Planning – Lead workforce planning initiatives to align talent capability with current and future business needs, support organizational design, restructuring, and change initiatives, identify opportunities to improve workforce productivity, efficiency, and cost effectiveness.
• Talent Acquisition & Development – Partner with Talent Acquisition to attract, recruit, and retain high‑quality talent across sites and regions, drive robust talent management processes including succession planning, talent reviews, leadership development, and encourage internal mobility.
• Employee Relations & Engagement – Build strong relationships with employees and leaders to drive engagement, retention, and a positive workplace culture, provide coaching on people management, manage employee relations matters, maintain effective relationships with employee representatives and unions, and support inclusive, collaborative environments.
• HR Operations & Compliance – Ensure compliance with company policies and employment legislation, partner with HR Operations for accurate HR processes, oversee HR documentation, support absence management.
• HR Analytics, Systems & Continuous Improvement – Use HR data and business metrics to support fact‑based decision‑making, identify trends, risks, and opportunities, promote HR systems and tools, lead or contribute to HR projects aligned to strategy, implement continuous improvement initiatives.
• Leadership & Team Support – Provide coaching, guidance, and support to managers and leadership teams, support capability development and knowledge sharing, and where applicable provide leadership and direction to HR team members.

• Bachelor’s degree in human resources or related field, or equivalent experience.
• Demonstrated experience as an HR Business Partner within a complex, matrixed organization.
• Experience operating within a global or multi‑site environment, managing competing priorities across locations.
• Proven ability to balance strategic HR partnership with operational delivery.
• Strong business acumen and ability to align HR strategies to business objectives.
• Experience working within a shared services HR model and partnering with COEs such as Talent Acquisition, Total Rewards, and HR Operations.
• Knowledge of employment legislation across relevant jurisdictions or ability to work effectively with regional experts.
• Experience managing employee relations matters, including complex cases.
• Experience in industrial or manufacturing environments.
• Proficiency in Microsoft Office applications (Word, Excel, PowerPoint).
• Experience in HRIS systems, specifically Workday.
• Willingness and ability to travel to site locations periodically (approximately quarterly).

• Strong stakeholder management and influencing skills, with the ability to challenge constructively.
• Ability to work effectively across different cultures, regions, and time zones.
• Excellent communication, interpersonal, and presentation skills.
• Strong analytical and problem‑solving capability with a data‑driven mindset.
• Ability to manage multiple priorities and navigate ambiguity.
• High level of resilience, adaptability, and sound judgement.
• Proficiency in Microsoft Office applications (Word, Excel, PowerPoint).
• Experience with HR systems, preferably Workday.

• Willingness and ability to travel to site locations on a periodic basis (approximately quarterly or as required).

Employment selection and related decisions are made without regard to sex, race, ethnicity, nation of origin, religion, color, gender identity and expression, age, disability, education, opinions, culture, languages spoken, veteran’s status, or any other protected class.