Associate Director, HR Business Partner-Indianapolis Plant

Carrier Corporation•Indianapolis, IN

19d•Onsite

About The Position

Carrier Global Corporation , a global leader in intelligent climate and energy solutions, is committed to creating solutions that matter for people and our planet for generations to come. From the beginning, we've led in inventing new technologies and entirely new industries. Today, we continue to lead because we have a world-class, diverse workforce that puts the customer at the center of everything we do. For more information, visit corporate.carrier.com or follow Carrier on social media at @Carrier . About this Role The Plant Lead HR Business Partner is a strategic HR leader responsible for partnering with Plant Leadership to develop and execute a people strategy that enables operational excellence and cultural transformation within the manufacturing site. This role leads the on-site HR team , ensuring effective delivery of HR services and programs while shaping the organization’s talent, structure, and culture to meet business goals. The Plant Lead HR Business Partner plays a key role in driving initiatives related to talent development, organizational design, workforce planning, employee engagement, and leadership coaching

Requirements

Bachelor’s degree
8+ years of progressive HR experience in manufacturing, distribution or consumer goods

Nice To Haves

Master’s degree
2+ years of experience in a unionized environment
Extensive background in talent management, organizational design, and employee/labor relations
People leadership experience, lead and coach the HR teams
Strong leadership presence with ability to influence and coach senior leaders
Deep understanding of HR strategy, workforce planning, and change management
High level of integrity, discretion, and emotional intelligence
Proficiency in HR systems (Workday, SAP, or similar) and data-driven decision-making

Responsibilities

HR Strategy & Organizational Design Define and lead the plant's HR strategy in alignment with broader business objectives.
Partner with plant leadership to assess and optimize the organizational structure, roles, and capabilities to drive performance and adaptability.
Use workforce data and analytics to anticipate organizational needs, drive headcount planning, and support continuous improvement.
Promote a culture of accountability, high performance, and employee engagement.
Talent & Workforce Planning Lead talent management efforts, including succession planning, leadership development, and critical capability building.
Collaborate with business leaders to proactively plan for talent needs, ensuring the plant is staffed with the right skills for future success.
Support execution of plant-level training and development programs, in partnership with L&D.
People Leadership Lead, coach, and develop the Plant HR team, fostering collaboration, growth, and strong performance.
Build a high-performing HR function recognized for business partnership and value delivery.
Provide guidance and support on complex employee relations issues, conflict resolution, and investigations.
Employee & Labor Relations (Union Environment) Serve as a strategic partner in maintaining a constructive union relationship and effective labor-management processes.
Support contract administration, grievance handling, and contract negotiations as needed.
Ensure compliance with collective bargaining agreements and labor laws.
Culture, Engagement & Change Leadership Lead culture and engagement initiatives, driving actions from employee feedback and fostering a positive, inclusive environment.
Guide change management efforts to support organizational transformation and continuous improvement.
Champion diversity, equity, and inclusion at all levels of the plant.
Performance & Total Rewards Guidance Oversee performance management processes and support calibration, coaching, and development planning across departments.
Partner with Compensation and Total Rewards teams to ensure competitive and equitable pay practices are upheld.
Support leaders in recognition and retention strategies.
HR Operations & Compliance Ensure effective execution of core HR processes (e.g., onboarding, policy deployment, HRIS data accuracy).
Monitor and ensure compliance with employment laws, company policies, and safety regulations.
Utilize metrics and dashboards to track progress, identify risks, and guide decision-making.