Description

The Senior HR Business Partner will provide strategic HR partnership to Functional and Business leaders with a primary emphasis on building organizational capability, driving change, and advancing talent management outcomes. This HRBP designs and delivers OD solutions, facilitates robust talent processes (reviews, succession, IDPs), and coach leaders to elevate performance, engagement, and readiness for growth. The role collaborates closely with COEs and site/business leadership to ensure people strategies enable business results.

HR Strategic Partnering & Organizational Development

• Diagnose organizational effectiveness using data (structure, spans & layers, capability, engagement), and design or facilitate OD interventions (org design, role clarity, process improvements, team effectiveness, leadership routines).
• Lead change management for transformations, ensuring stakeholder alignment, communications, and adoption plans that sustain outcomes.
• Coach leaders on culture, engagement, inclusion, and performance practices that enable high performing teams.
• Enable performance management as a business priority—coach leaders on goal quality and feedback and improve the consistency of performance practices across teams.
• Partners with Finance to support CCT workforce planning (capability, capacity, critical roles, ratios, and finance KPIs) and provide insights that link talent decisions to business outcomes.
• Track engagement indicators and partner with leaders on action plans that measurably improve team health and retention.
• Use data (talent metrics, succession coverage, time to fill for critical roles, internal mobility, performance distribution) to guide decision-making; create dashboards and narratives leaders can act on.
• Ensure compliance with policies and standards across talent and HR operations; drive continuous improvement and simplification
• Supports projects and initiatives across the enterprise

Talent Management & Leadership Development

• Drive end-to-end Talent Reviews for client groups and drive follow-through actions with leaders.
• Build and maintain succession plans for critical roles; ensure bench strength and readiness profiles are current and actionable.
• Facilitate Individual Development Plans (IDPs) for key talent and hold leaders accountable for development execution and progress.
• Support Learning and Development initiatives
• Partners with leaders to build a talent pipeline to include college programs; monitor conversion/retention for interns and emerging talent segments.

Minimum Requirements

• Bachelor's degree in HR, OD, I/O Psychology, Business or related field; master's degree preferred.
• 7+ years of progressive HRBP experience, with strong OD and TM ownership at site/business scale.
• Proven facilitation/coaching skills with senior leaders; successful track record leading change and talent processes (reviews, succession, IDPs).
• Strong data literacy; able to translate analytics into practical actions.
• Experience in manufacturing/engineering environments strongly preferred
• Experience working in matrix organizations is strongly preferred.

PI282127906