Manufacturing HR Business Partner

Key Responsibilities

• Strategy Translation & Execution: Translate people strategy into scalable solutions by designing execution plans, managing milestones, and ensuring the long-term sustainability of outcomes as a contributing member of the Plant Leadership team.

• Strategic Project Delivery: Drive end-to-end execution of high-priority people initiatives, including organizational design, workforce planning, and talent programs aligned with enterprise and Plant strategies.

• Stakeholder Collaboration: Partner with HR Business Partners, Centers of Excellence, and HR Business Operations to integrate talent, rewards, and technology into cohesive solutions.

• Experience-Led Design: Apply a people-experience lens to ensure all initiatives are intuitive, effective, and aligned with organizational culture and values.

• Complex Problem Solving: Serve as a primary resource for resolving complex people challenges within assigned initiatives, providing practical guidance and escalation support.

• Data-Driven Optimization: Leverage data, insights, and stakeholder feedback to measure impact, refine solutions, and continuously improve program effectiveness.

• Change Management & Coaching: Drive change management and communication efforts while coaching leaders on talent management, employee relations, and organizational development. 

Key Performance Measures

• Client Group (managers, employees, and leaders) satisfaction, retention and engagement levels (measured through retention and engagement scores)

• Successful delivery of assigned people initiatives against defined scope, timelines, and intended business and people outcomes (measured through initiative completion of defined scope, on budget, and on or before established timeline)

• Adoption and effectiveness of implemented people solutions, as measured through stakeholder feedback, usage indicators, and employee experience insights (measured by adoption rate and usage of HR solutions)

• Strength of change management and communication execution, resulting in leader and employee understanding, readiness, and sustained behavioral change (measured through employee pulse surveys)

• Effectiveness of partnership with HR Business Partners, Centers of Excellence, and HR Business Operations, evidenced by clarity of ownership, collaboration quality, and seamless execution (measured by 360-degree feedback on collaboration and execution quality scores with COEs, HR Business Operations, and HRBP)

Competencies & Behaviors

• Execution Orientation: Drives initiatives from concept through delivery with discipline and accountability, ensuring measurable impact.

• Agility and Adaptability: Thrives in dynamic environments by quickly flexing across priorities and initiatives while maintaining focus and quality.

• Strategic Problem Solving: Integrates business context, people insights, and data to address complex challenges and craft solutions aligned with enterprise objectives.

• Collaboration and Integration: Works effectively across the entire HR function (HRBPs, COEs, HR Business Operations and Employee Experience) to deliver seamless, end-to-end people solutions.

• Influence and Communication: Builds credibility, alignment, and understanding across stakeholders through expertise, sound judgment, and clear, pragmatic communication.

• Change Leadership & Continuous Improvement: Applies change management principles to support adoption and refine solutions based on results and feedback.

Qualifications

Required Education: 

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field, or equivalent relevant experience

Preferred Qualifications:

• HR certification (e.g., SHRM-CP, PHR)

• Demonstrated experience delivering complex people initiatives in a project‑based, enterprise, or agile deployment model

• Experience working across HR Business Partners, Centers of Excellence, and HR Business Operations within a matrixed organization

• Background supporting workforce transformation, organizational effectiveness, talent programs, or large‑scale change initiatives

• Manufacturing, industrial, or similarly complex operating environment experience preferred

Experience - 5+ years of progressive experience in human resources that demonstrate the following knowledge and skills:

• Strategic Execution & Program Delivery: Proven ability to translate high-level people strategies into executable plans and lead cross-functional, enterprise-level initiatives using project-based or agile models.

• Change Management & Workforce Transformation: Extensive experience leading organizational effectiveness, change management, and workforce transformation within dynamic, complex, or evolving business environments.

• Collaborative Stakeholder Management: Expert skills in building alignment across diverse groups without formal authority, partnering with Centers of Excellence (COEs) and HR Operations to deliver integrated solutions.

• Analytical Problem-Solving: Ability to leverage data and qualitative insights to inform solutions, solve complex problems, and define clear outcomes with measurable impact.

• Comprehensive HR Knowledge: Deep understanding of end-to-end people practices, including talent management, organizational design, employee experience, and handling sensitive matters with high discretion.

• Adaptability in Complex Environments: Significant experience (5+ years) operating within fast-paced, matrixed, or industrial environments while communicating complex concepts clearly to all levels of leadership