HR Business Partner

Emerson•Austin, TX

33d•Onsite

About The Position

We are seeking a highly capable Human Resources Business Partner to join our team in Austin, TX. In this role, you will manage key HR initiatives and partner closely with senior leaders across Emerson's Test & Measurement Product R&D (PR&D) organization, with additional support to select General & Administrative (G&A) functions. You will combine disciplined execution with strategic insight to drive organizational effectiveness, strengthen talent outcomes, and enhance employee engagement across a globally distributed engineering and corporate portfolio spanning multiple countries. As a valued member of a collaborative and high-performing HR Business Partner organization, you will contribute both hands-on and strategically, ensuring HR priorities are aligned with business goals and grounded in data-driven insights.

Requirements

Bachelor’s degree in human resources, Business Administration, or related field (required).
Relevant progressive HR experience, including demonstrated success supporting senior leaders at a level commensurate with the scope of this position.
Strong knowledge of HR best practices and employment laws.
Demonstrated experience in talent management, employee engagement, and organizational development.
Excellent communication and interpersonal skills.
Ability to execute with discipline and operate with strategic focus.
Proven analytical capability to transform data into actionable insights.
Authorized to work in the United States without sponsorship now and in the future.

Nice To Haves

Master's degree in Human Resources or a related field.
10+ years of progressive HR experience, including at least 2 years supporting senior leaders.
HR certification (e.g., SHRM-SCP, SPHR).
Experience supporting R&D, engineering, or technology populations preferred.
Experience working in a global organization.
Proven track record of leading HR initiatives in a fast-paced, dynamic environment.
Strong project management capabilities.
Ability to influence and build effective partnerships with senior leaders.
Proven ability to thrive amid ambiguity and drive clarity and progress.
Experience with enterprise HR systems (Oracle HCM preferred).

Responsibilities

Drive HR strategies and initiatives that align with PR&D and G&A organizational and business-unit objectives, ensuring commitments translate into measurable outcomes.
Manage responsibilities autonomously while maintaining high standards, monitoring progress, and adapting approaches as needed.
Execute annual compensation processes (salary planning, bonus, RSU) for the supported population, partnering with Total Rewards on market data and recommendations.
Partner with directors and senior managers within PR&D and G&A to provide strategic HR guidance, thought partnership, coaching, and data-informed recommendations.
Build strong networks across teams, functions, and geographies; proactively share information and collaborate to deliver results efficiently.
Work closely with Geographic HRBPs, HR COEs (Talent Acquisition, Talent Growth, Total Rewards), and HR Operations to align and execute global strategies.
Provide analytical insights to support each function's people and culture strategy; connect talent priorities with business needs across both technical R&D engineering and corporate G&A environments.
Help leaders navigate organizational dynamics and make talent decisions that improve team effectiveness and enhance the customer experience.
Use HR data and analytics to identify trends, provide insights, and drive action on workforce challenges such as attrition, engagement, and skills gaps.
Lead and facilitate core talent management processes — including performance reviews, 9-box calibrations, succession planning, engagement surveys, and individual development plans — in partnership with internal and external COEs.
Identify opportunities to streamline processes, introduce new tools or approaches, and accelerate talent outcomes with agility.
Support the implementation and adoption of enterprise HR initiatives within the supported functions.
Drive engagement initiatives that promote a positive, inclusive, and high-performing workplace culture — contributing to PR&D culture transformation efforts and engagement survey action planning.
Communicate with clarity and credibility; coach leaders and teams to elevate collaboration, shared goals, and organizational effectiveness.
Provide guidance on employee relations matters and ensure compliance with federal, state, and local employment laws.
Support organizational transitions, change management, and workforce planning initiatives in partnership with the Director.