Job RequirementsThe Human Resources Business Partner (HRBP) acts as a strategic partner to business leaders across multiple sites and, where applicable, regions, supporting the delivery of organizational objectives through effective and scalable people strategies.
Operating within a global, matrixed organization, 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.
The role is accountable for driving organizational effectiveness, workforce planning, talent development, and employee engagement across a multi-site and potentially multi-country environment.
The HRBP will proactively identify opportunities for continuous improvement, challenge existing practices, and deliver value-added HR initiatives that enhance performance, productivity, and culture across the enterprise.
Required Qualifications & Experience- 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, with the ability to align HR strategies to business objectives.
- Experience working within a shared services HR model, 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 preferred
- Proven ability to act as a strategic business partner and influence stakeholders at all levels of the organization
- Excellent people management, coaching, and workforce development skills
- Strong analytical and problem-solving skills with a data- and goal-oriented mindset
- Ability to manage multiple priorities, navigate ambiguity, and challenge the status quo
- Excellent communication, presentation, and interpersonal skills, with the ability to build relationships across all levels, including union partners and external stakeholders
- Experience advising on employee relations matters and administering policies and procedures
- Experience working in union environments, including administering collective bargaining agreements, grievance investigations, and participation in negotiations preferred
- Experience in an industrial or manufacturing environment preferred
- Demonstrated proficiency in Microsoft Office applications (Word, Excel, PowerPoint)
- Experience in HRIS systems, specifically Workday
- Willingness and ability to travel to site locations on a periodic basis (approximately quarterly) to support high-level employee relations matters, participate in strategic leadership meetings, and conduct in-person engagement with leaders and employees
Key Responsibilities:Strategic HR Partnership- Act as a trusted advisor and strategic partner to business leaders across multiple sites and regions
- Develop a deep understanding of business priorities and translate them into effective people strategies
- Balance global consistency with local adaptation of HR practices, ensuring compliance with regional requirements
- Provide constructive challenge to leadership, ensuring people decisions align with business objectives and values
- Act as a connector between sites and global HR functions, ensuring alignment and sharing of best practices
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 and talent reviews
- Support leadership development and promote a high-performance culture
- Encourage internal mobility and development opportunities across sites and regions
- Support onboarding and integration of new employees
Employee Relations & Engagement- Build strong relationships with employees and leaders to drive engagement, retention, and a positive workplace culture
- Provide coaching and guidance to managers on people management, policies, and employment matters
- Manage employee relations matters in line with applicable local legislation, partnering with regional HR and legal teams where required
- Maintain effective relationships with employee representatives, including unions and/or works councils where applicable
- Support leadership teams in creating inclusive, collaborative, and engaging work environments
HR Operations & Compliance- Ensure compliance with company policies and applicable employment legislation across relevant jurisdictions
- Partner with HR Operations to ensure accurate and consistent delivery of HR processes, including payroll, employee data management, and HR systems
- Oversee HR documentation, recordkeeping, and compliance activities
- Support absence management processes, ensuring consistency and fairness
HR Analytics, Systems & Continuous Improvement- Use HR data and business metrics (e.g., turnover, absence, productivity, labor cost) to support fact-based decision-making
- Identify trends, risks, and opportunities to improve organizational performance
- Promote and support HR systems and tools (e.g., Workday, performance management platforms)
- Lead or contribute to local and global HR projects aligned to business strategy
- Identify, lead, and implement continuous improvement initiatives to enhance HR effectiveness and employee experience
- Challenge existing processes and drive adoption of best practices across sites and regions
Leadership & Team Support- Provide coaching, guidance, and support to managers and leadership teams
- Support capability development and leadership effectiveness
- Facilitate collaboration, knowledge sharing, and continuous improvement across teams
- Where applicable, provide leadership and direction to HR team members
Skills & Competencies- 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
Travel Requirements- Willingness and ability to travel to site locations on a periodic basis (approximately quarterly or as required)
