Director, HR Business Partner (R&D)

Rheem Manufacturing Company•Atlanta, GA

5d•Hybrid

About The Position

The Director, HRBP (R&D) serves as a strategic advisor to senior leaders, aligning people strategies with business objectives to drive innovation, organizational effectiveness, and talent outcomes. The role partners closely with R&D leadership to develop and execute workforce strategies that enable scientific, technical, engineering, product development, and innovation functions to achieve business goals. The leader uses business acumen, talent expertise, and change leadership to influence organizational design, leadership effectiveness, talent management, workforce planning, employee engagement, and culture initiatives in a specialized R&D environment. This position serves Rheem North America in Sandy Springs, Atlanta, Georgia. It follows a hybrid arrangement, with team members working in the office Monday through Thursday and remotely on Fridays.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
At least 10 years of experience in a Human Resources Generalist function.
At least 5 years of experience in a leadership role.
Strong ability to influence and coach leaders, including Director-level and higher functional leaders.
Excellent speaking, writing, and listening skills, including the ability to present information and respond to questions from regulatory agencies, public groups, employees, and company leaders.
Broad knowledge of principles, laws, and regulations related to human resources management, including city, state, and federal employment laws.
Experience in conflict management and resolution for managers and leaders.
Ability to define problems, collect data, establish facts, and draw valid conclusions.
Ability to develop, manage, and conduct training programs.
Experience managing teams and coaching or developing employee performance.
Proven ability to influence decision-making.
Ability to make tough decisions and deliver difficult messages professionally and with poise.
Ability to read, analyze, and interpret technical journals, financial reports, and legal documents.
High integrity and ability to maintain confidentiality.
Experience managing a departmental budget.
Experience leading change management.
Independent thought, good judgment, analytical and problem-solving skills, and ability to prioritize multiple projects.
Demonstrated ability to collaborate in a matrix team environment.
Proficient computer skills and in-depth knowledge of relevant software, such as the MS Office Suite.

Nice To Haves

Master’s degree in human resources management or equivalent.
Human Resources certification, such as SHRM-CP or PHR.
Experience in a manufacturing environment with lean/Six Sigma concepts.
Experience preparing Affirmative Action Plans, acquiring working visas, and conducting continuous improvement programs.
8–10 years of experience in an HR leadership role.
Experience in a unionized environment.

Responsibilities

Serve as a trusted advisor to R&D senior leaders on organizational and people-related matters.
Translate business strategies into actionable HR initiatives that support innovation, growth, and operational excellence.
Participate as a member of the R&D leadership team, providing insights and recommendations on workforce implications of business decisions.
Assess organizational capabilities and identify talent and structure requirements needed to achieve strategic objectives.
Develop and execute workforce planning strategies to ensure the organization has capabilities needed for current and future business needs.
Lead succession planning, talent reviews, and leadership assessment processes within R&D organizations.
Drive development and retention strategies for key talent and high-potential employees.
Lead organizational design initiatives, including restructuring, role clarity, span of control, and workforce optimization.
Evaluate organizational effectiveness and recommend improvements to enhance collaboration, agility, innovation, and productivity.
Facilitate change management associated with business transformations, acquisitions, new technologies, or operating model changes.
Coach leaders on performance management, team effectiveness, employee relations, leadership effectiveness, and organizational climate.
Support leaders in building high-performing, inclusive, and engaged teams.
Partner with leaders to foster a culture of innovation, inclusion, accountability, and continuous improvement.
Lead annual talent management processes, including performance reviews, calibration sessions, succession planning, and development planning.
Provide guidance on employee relations matters, investigations, policy interpretation, performance issues, and corrective actions.
Ensure compliance with employment laws, company policies, and regulatory requirements.
Partner with Legal, Compliance, and Employee Relations teams on complex employment matters.