HR Business Partner Manager

Vertiv Group•Westerville, OH

About The Position

The Manager, Human Resources Business Partner (HRBP) will serve as a strategic advisor and consultant to senior leaders and management within designated business units. This role will be accountable for aligning business objectives with people strategies to drive organizational performance, employee engagement, and sustainable growth. Acting as a trusted partner, change agent, employee champion, and subject matter expert, the Senior HRBP will bridge business needs and HR solutions to deliver high-impact, compliant, and data-driven people practices.

Requirements

Bachelor’s degree; master’s degree preferred
Minimum of 8 years of progressive HR experience, including a strong foundation in HR generalist functions.
Excellent interpersonal and communication skills to build strong relationships with business leaders, employees, and other stakeholders.
Must be proficient in MS word, Excel, PowerPoint, and Outlook

Nice To Haves

Previous experience supporting sales teams in industrial, technology, or manufacturing industries preferred.
Ability to think strategically, anticipate future trends, and develop innovative HR solutions aligned with business goals.
Deep understanding of business operations, financial metrics, and industry trends.
Understanding of global HR practices and cross-cultural issues.
Proven ability to coach, mentor, and develop employees at all levels.

Responsibilities

Strategic Partnership & Business Alignment Serve as the primary HR point of contact for assigned business units, building trusted relationships with leaders and employees.
Act as a strategic thought partner to senior and global leaders, translating business objectives into actionable HR and workforce strategies.
Identify current and future talent needs and develop integrated people strategies that support business growth, transformation, and operational excellence.
Consult with management and leadership teams, providing proactive HR guidance, coaching, and problem-solving support.
Organizational Development & Change Management Assess organizational effectiveness and design solutions related to structure, operating models, workforce and labor planning, role clarity, and resource allocation.
Lead and support complex organizational change initiatives, including restructuring, culture transformation, capability building, and M&A integration.
Identify development gaps and facilitate interventions to improve collaboration, engagement, and performance.
Act as a change agent, ensuring stakeholder alignment, effective communication, and successful adoption of change initiatives.
Employee Engagement & Talent Management Champion the employee value proposition and foster a high-performing, inclusive, and engaged workplace culture.
Partner with Centers of Excellence (COEs) in Talent Acquisition, Workforce Planning, Total Rewards, Learning & Development, Performance Management, and HRIS to deliver aligned and effective HR programs.
Support and/or lead talent acquisition and staffing efforts for critical roles within assigned business areas.
Coach leaders and employees on performance management, leadership effectiveness, team dynamics, and career development.
Employee Relations, Compliance & Risk Management Manage and resolve complex employee relations issues, conducting thorough, objective, and compliant investigations.
Maintain strong working knowledge of employment and labor laws, including wage & hour, OSHA, workers’ compensation, and regulatory compliance.
Partner closely with Legal to mitigate risk and ensure consistent application of policies and practices.
Ensure HR policies and processes are effectively implemented and adhered to across assigned business units.
Communication & Collaboration Coordinate and implement internal and change communications related to HR and organizational initiatives.
Build strong partnerships across HR Centers of Excellence (COEs) and global business units to deliver integrated, high-quality HR solutions.