Human Resources Business Partner

The Lead Human Resources Business Partner (HRBP) is a dynamic and strategic role, combining hands-on HR expertise with leadership capabilities to support the Business Unit and Corporate Functions. As a trusted advisor, the Lead HRBP partners with business leaders to enhance workforce performance through talent management, change leadership, employee engagement, and strategic HR interventions. This role is instrumental in fostering a high-performing, inclusive culture and driving HR initiatives that align with the company’s long-term goals.

Key Responsibilities:

Strategic HR Partnership:

• Serve as the primary HR contact for business leaders, offering strategic guidance on people management, organizational structure, and talent development.
• Align HR practices with business objectives, identifying improvement areas.
• Lead HR consulting and coaching to address workforce challenges, culture transformation, and leadership development.
• Roll out HR programs with minimal disruption and maximum value.
• Build strong relationships with senior leadership and cross-functional teams.
• Participate in HR strategy development, sharing insights and championing innovation.

Change Leadership and Organizational Design:

• Lead organizational design initiatives to optimize workforce capabilities and align with business strategy.
• Manage change projects to foster employee adoption and minimize resistance.
• Use data-driven insights to assess change impact and guide continuous improvement.

Talent and Workforce Planning:

• Execute talent management strategies, including succession planning and career pathing.
• Create a skills matrix to identify gaps and inform development plans.
• Improve internal mobility and employee growth opportunities.
• Implement a career pathing framework outlining growth opportunities and expectations.
• Partner with Talent Acquisition and L&D teams to align hiring, development, and succession planning.
• Achieve 100% completion of role-specific skills matrix for critical roles within 12 months, with annual updates.
• Manage succession plans for leadership positions, ensuring ready-now successors.
• Track and report on internal promotion rates, targeting a 10% increase in internal mobility within 2 years.

Change Agent & Leadership:

• Act as a proactive change agent, advocating for innovative solutions to enhance performance.
• Promote a change-ready culture with agility, open communication, and adaptability.
• Continuously assess change initiatives through data analysis, feedback, and performance metrics.

Employee Engagement and Retention:

• Develop and implement strategies to enhance employee morale and retention, based on feedback and surveys.
• Lead stay interviews and retention initiatives, focusing on critical and high-potential talent.
• Foster a culture of inclusivity and belonging through targeted engagement initiatives.

HR Operations and Compliance:

• Use HR data analytics to track performance metrics and inform decisions.
• Implement competitive and equitable compensation and benefits strategies.
• Ensure compliance with regional labor laws and corporate policies.
• Apply policies and procedures consistently across all sites, balancing flexibility with governance.
• Collaborate with HR COEs to align with broader HR strategy and initiatives.

Organizational Design & Change Leadership:

• Lead workforce restructuring and optimization initiatives, aligning with long-term business objectives.
• Monitor change effectiveness using data analytics and make necessary adjustments.

Qualifications:

• Bachelor's degree in Business, HR, or related field preferred.
• 5 years of HR business partner experience, ideally in manufacturing; aerospace, MRO, or OEM experience is a plus.
• Experience supporting a Union workforce is preferred.
• Strong knowledge of HR practices, regulations, and laws.
• Proven skills in employee engagement, talent management, workforce planning, organization design, retention, and leadership development.
• Effective communicator with the ability to influence management and interact with diverse individuals.
• Experience in HR areas like benefits, payroll, compensation, occupational health, security, talent acquisition, HR technology, analytics, employment law, and compliance.
• Strong business acumen and strategic thinking.
• Ability to manage priorities, workflow, and work independently or as part of a team.
• Excellent interpersonal, written, and verbal communication skills.
• Good judgment, decision-making, creativity, flexibility, and innovation.
• Commitment to excellence and high standards.
• Versatility and enthusiasm for changing priorities.