What are the responsibilities and job description for the HR Business Partner position at OmniOn Power?
We empower smarter business operations by connecting equipment, software, and services to protect, control and optimize assets within electrical infrastructures. The business provides customers, across various industries, with end-to-end product and service solutions ensuring the reliability and protection of their electrical infrastructure. We provide the latest industry insights and technology to develop solutions needed to meet customers evolving challenges, including innovative critical power solutions designed for high reliability and performance. Our culture is one of quality and operational excellence fueled and supported by talented people, tools and processes, and expertise.
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Position Summary
We are seeking a highly strategic and results-driven HR Business Partner (HRBP) for Global Operations, who will also provide HR leadership for an additional small client group. This role is ideal for a forward-thinking HR leader with a passion for enabling business growth, shaping culture, and building strong, trust-based partnerships across diverse geographies.
The HRBP will partner closely with senior Operations leadership—across manufacturing sites in China, Mexico, and other functional areas—to deliver integrated HR and business strategies. Acting as a trusted advisor, this leader will influence organizational design, talent planning, leadership effectiveness, and overall workforce strategy. The position will also lead a small team of HR professionals supporting global manufacturing operations and will report directly to the CHRO.
Responsibilities
As the HR Business Partner, you will:
Strategic Leadership & Partnership
Serve as a strategic advisor to Operations and client group leaders on talent strategy, organizational performance, leadership development, culture, and long-range workforce planning.
Translate business priorities into actionable people strategies that drive operational excellence, scalability, and organizational health.
Partner with senior executives to design effective organizational structures, define job capabilities, and align talent management processes to accelerate business outcomes.
Represent the voice and needs of the client groups in the development and rollout of enterprise-wide HR initiatives, ensuring global alignment and local relevance.
Talent Management & Workforce Planning
Lead talent strategies including capability building, succession planning, pipeline development, and proactive leadership assessment.
Collaborate with Learning & Development to implement programs that strengthen leadership capability, enhance performance, and build future-ready teams.
Align workforce plans with recruiting strategies; partner with Talent Acquisition to anticipate staffing needs, refine job requirements, and ensure high-quality hiring outcomes.
Employee & Labor Relations
Partner with Employee & Labor Relations to manage complex employee matters, ensuring appropriate resolution and compliance with global employment practices.
Promote positive employee relations across international sites and client groups, advocating for a productive, inclusive, and engaging work environment.
Oversee investigations, conflict resolution, coaching, and communications that support a high-trust culture.
Organizational Effectiveness & Change Leadership
Lead change management efforts using standardized methodologies to drive adoption and sustainment of organizational initiatives.
Analyze HR and business metrics, identify trends, and recommend data-backed solutions and programs.
Support business transformation efforts through organizational design, change enablement, culture shaping, and leader readiness.
Leadership Coaching & Team Management
Provide direct, candid, and timely coaching to leaders, strengthening decision-making, communication, and people leadership capabilities.
Lead and develop a small team of HR professionals supporting global operations—setting clear priorities, coaching for performance, and fostering a culture of accountability and collaboration.
Drive HR operating rhythms including People Reviews, performance cycles, and compensation planning.
HR Operations & Excellence
Ensure the effective execution of core HR programs throughout the operations organization.
Deliver exceptional HR support to client groups, operating with a continuous improvement mindset.
Champion a diverse and inclusive workforce that fosters innovation, agility, and a high-performance culture.
Basic Qualifications
Bachelor’s degree in human resources, Labor Relations, Psychology, Business, or related field; master’s degree preferred.
Minimum 10 years of progressive HR experience, with at least 5 years in HR leader-ship roles.
Experience partnering with senior leaders in a complex, matrixed, global organization.
Desired Characteristics
Master’s degree or MBA.
SHRM-CP/SCP, PHR, or SPHR certifications.
Experience working with unionized environments; union negotiation skills a strong plus.
Demonstrated capability in delivering training on topics such as performance management, interviewing, leadership, and career development.
Strong executive presence with the courage to challenge assumptions, influence decisions, and navigate sensitive leadership dynamics.
Proven ability to manage competing priorities and deliver results in a fast-paced environment.
Strong analytical and problem-solving skills with a process-oriented approach.
Excellent communication and presentation skills, with the ability to connect at all levels of the organization.
Skilled in facilitation, change management, conflict resolution, and relationship building.
Prior experience leading HR in a global or multi-site operations environment strongly preferred.
To return to the OmniOn Power website, click here.
Position Summary
We are seeking a highly strategic and results-driven HR Business Partner (HRBP) for Global Operations, who will also provide HR leadership for an additional small client group. This role is ideal for a forward-thinking HR leader with a passion for enabling business growth, shaping culture, and building strong, trust-based partnerships across diverse geographies.
The HRBP will partner closely with senior Operations leadership—across manufacturing sites in China, Mexico, and other functional areas—to deliver integrated HR and business strategies. Acting as a trusted advisor, this leader will influence organizational design, talent planning, leadership effectiveness, and overall workforce strategy. The position will also lead a small team of HR professionals supporting global manufacturing operations and will report directly to the CHRO.
Responsibilities
As the HR Business Partner, you will:
Strategic Leadership & Partnership
Serve as a strategic advisor to Operations and client group leaders on talent strategy, organizational performance, leadership development, culture, and long-range workforce planning.
Translate business priorities into actionable people strategies that drive operational excellence, scalability, and organizational health.
Partner with senior executives to design effective organizational structures, define job capabilities, and align talent management processes to accelerate business outcomes.
Represent the voice and needs of the client groups in the development and rollout of enterprise-wide HR initiatives, ensuring global alignment and local relevance.
Talent Management & Workforce Planning
Lead talent strategies including capability building, succession planning, pipeline development, and proactive leadership assessment.
Collaborate with Learning & Development to implement programs that strengthen leadership capability, enhance performance, and build future-ready teams.
Align workforce plans with recruiting strategies; partner with Talent Acquisition to anticipate staffing needs, refine job requirements, and ensure high-quality hiring outcomes.
Employee & Labor Relations
Partner with Employee & Labor Relations to manage complex employee matters, ensuring appropriate resolution and compliance with global employment practices.
Promote positive employee relations across international sites and client groups, advocating for a productive, inclusive, and engaging work environment.
Oversee investigations, conflict resolution, coaching, and communications that support a high-trust culture.
Organizational Effectiveness & Change Leadership
Lead change management efforts using standardized methodologies to drive adoption and sustainment of organizational initiatives.
Analyze HR and business metrics, identify trends, and recommend data-backed solutions and programs.
Support business transformation efforts through organizational design, change enablement, culture shaping, and leader readiness.
Leadership Coaching & Team Management
Provide direct, candid, and timely coaching to leaders, strengthening decision-making, communication, and people leadership capabilities.
Lead and develop a small team of HR professionals supporting global operations—setting clear priorities, coaching for performance, and fostering a culture of accountability and collaboration.
Drive HR operating rhythms including People Reviews, performance cycles, and compensation planning.
HR Operations & Excellence
Ensure the effective execution of core HR programs throughout the operations organization.
Deliver exceptional HR support to client groups, operating with a continuous improvement mindset.
Champion a diverse and inclusive workforce that fosters innovation, agility, and a high-performance culture.
Basic Qualifications
Bachelor’s degree in human resources, Labor Relations, Psychology, Business, or related field; master’s degree preferred.
Minimum 10 years of progressive HR experience, with at least 5 years in HR leader-ship roles.
Experience partnering with senior leaders in a complex, matrixed, global organization.
Desired Characteristics
Master’s degree or MBA.
SHRM-CP/SCP, PHR, or SPHR certifications.
Experience working with unionized environments; union negotiation skills a strong plus.
Demonstrated capability in delivering training on topics such as performance management, interviewing, leadership, and career development.
Strong executive presence with the courage to challenge assumptions, influence decisions, and navigate sensitive leadership dynamics.
Proven ability to manage competing priorities and deliver results in a fast-paced environment.
Strong analytical and problem-solving skills with a process-oriented approach.
Excellent communication and presentation skills, with the ability to connect at all levels of the organization.
Skilled in facilitation, change management, conflict resolution, and relationship building.
Prior experience leading HR in a global or multi-site operations environment strongly preferred.