HR Business Partner - Operations

Milwaukee Tool•Milwaukee, MT

9d•Onsite

About The Position

Under the direction of the Executive Talent Business Partner, the HR Business Partner will partner with the Quality & Reliability Engineering organization to forecast, identify, build, and implement proactive talent solutions aligned with business goals. The role leads execution of the Talent Review Process, organizational design, and employee experience in a dynamic, fast-paced environment with continuous change. The position partners with leaders on talent and workforce planning, talent reviews, internal mobility, employee performance, organizational transformation, and employee listening strategies. It leads organizational design and restructuring efforts, advises on change management, and provides input on new policies and programs. The role also leads employee relations strategy, supports compliance with legal requirements, conducts and documents internal investigations, oversees offboarding, and uses employee feedback and data to improve the employee experience and shape an inclusive workplace. The position provides program leadership for areas including the annual performance review process, annual merit cycle, strategic talent and organizational review, and internal mobility. It is based in an office environment five days per week, with travel within Milwaukee-area locations and possible domestic or international travel of less than 10% annually as business needs require.

Requirements

At least 6 years of progressive Talent experience supporting senior leaders and aligning talent with business goals.
Bachelor’s degree in a related field and/or equivalent experience.
Progressive generalist experience, with a focus on leadership-level partnerships.
Ability to establish a presence in the business and advocate for Talent as a strategic business partner.
Ability to anticipate talent needs and provide proactive solutions that improve how work gets done across teams.
Proven initiative and problem-solving ability with minimal direction.
Working knowledge of federal and state laws and regulations relating to human resources.
Demonstrated problem-solving skills and ability to serve as a knowledgeable resource to leadership.
Ability to maintain confidentiality and exercise good judgment and diplomacy.
Strong business acumen.
Ability to analyze and interpret data and communicate its meaning effectively.
Ability to navigate multiple systems and programs, including analytics tools and Talent systems.
Ability to manage multiple priorities, stakeholders, and changing business and economic landscapes, while adjusting work approach to support organizational priorities.
Ability to travel among Milwaukee locations in the surrounding southeastern Wisconsin area.
Possible domestic and international travel of less than 10% annually, if required by business needs.

Nice To Haves

Experience with Workday.

Responsibilities

Partner with leadership to assess employee performance and potential, identify talent gaps and high-potential employees, and develop internal mobility plans aligned with business needs.
Apply enterprise financial, regulatory, and compliance principles to talent processes, policies, and initiatives.
Partner with business leaders and Talent Centers of Excellence to develop talent plans and build bench strength for organizational transformation.
Use talent data analytics and insights to develop plans that positively impact the organizational environment and inform business consultation and talent solutions.
Engage stakeholders and influence senior leadership to align talent with business strategies.
Lead talent-cycle activities within assigned business groups and coach leaders on responding to employee performance concerns.
Partner with Talent Acquisition and business leaders to identify staffing needs.
Support location leadership in listening strategies, including engagement surveys, skip-level meetings, exit interviews, stay interviews, action planning, and leader accountability.
Develop and refine workforce plans, identify workforce issues and trends, and lead business reorganization and restructuring efforts.
Coach and advise on change management for business transformations and address the employee impact of change.
Provide input to Talent Operations on the design of new policies and programs.
Monitor total rewards practices to help attract and retain high-performing employees.
Partner with leaders and Talent Development to support organizational change, including team kickoffs and new leader assimilation.
Lead employee relations strategy and advise on methods for resolving issues.
Ensure compliance with legal requirements and collaborate with the legal department when needed.
Serve as a subject matter expert on relevant labor laws, legal rulings, and regulations, and consult and coach on complex talent issues.
Maintain positive employee relations by fostering a responsive, open environment where employees feel safe speaking up.
Conduct and document internal investigations, oversee offboarding, and interpret and escalate exit survey feedback.
Partner with leadership to create an employee experience that drives change and shapes culture.
Use data and analytics to understand employee feedback and provide relevant experiences and development opportunities.
Cultivate an inclusive and supportive working environment.
Provide program leadership for the annual performance review process, annual merit cycle, strategic talent and organizational review, and internal mobility.