HR Business Partner, Greenfield

Avery Dennison•Greenfield, IN

3d•Onsite

About The Position

As an HR Business Partner, you will play a pivotal role in driving our organization's strategic talent initiatives and fostering a high-performance culture. You will serve as a trusted advisor and consultant to senior business leaders, providing data-driven insights and innovative solutions to address complex people and organizational challenges. This role requires a strong blend of strategic thinking, business acumen, consulting skills, and a passion for leveraging data and technology to drive business results. This role is part of the plant leadership team (PLT) in our manufacturing site in Greenfield, Indiana, as well as the Materials Group North America (MG-NA) Extended Leadership Team (ELT) and MG-NA HR Leadership Team.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
8+ years of progressive HR experience, including at least 3 years as an HR Business Partner or in a similar strategic role.
Industrial relations experience, working in both union and non-union environments.
Demonstrated experience partnering with senior business leaders to drive talent and organizational initiatives.
Strong business acumen, analytical skills, and ability to translate data into actionable insights.
Excellent consulting, influencing, and communication skills.
Experience leading or participating in cross-functional projects.
Strong knowledge of employment law and HR best practices.
Proficiency in HRIS and talent management systems.
Required to work onsite in Greenfield, IN at least 4 days per week
Domestic travel may be required 5% of the time

Responsibilities

Develop deep partnerships with senior business leaders to understand the business strategic goals, challenges, and talent needs and develop strategy and execution plans to address these opportunities.
Align HR strategies and initiatives with overall business objectives, ensuring a focus on growth, productivity, and transformation.
Proactively identify and address emerging talent and organizational issues that impact business performance.
Closely partner with HR COEs (talent management, total rewards, learning and organizational development (L&OD), global workforce operations, HR solutions) to support key business talent initiatives.
Partner with senior business leaders to drive world-class employee satisfaction through driving engagement action plans from annual employee experience survey and on-going engagement pulse surveys.
Develop and foster a people-centric culture, ensuring employees are valued and heard.
Educate and empower site leaders to improve people leadership capability, wherein leaders build and maintain strong relationships and advocate for employee needs based on employee sentiment.
Maintain positive employee relations through supervisory training and ongoing assessment of site gaps, risks, and plan to close in partnership with the onsite HR workforce support specialist and HR workforce support leadership.
Balance HR business partnership with site leadership and employees equally to develop a unified “Greenfield Team” and build trust at all levels.
Leverage HR analytics and workforce data to generate actionable insights that inform business decisions.
Utilize predictive models to anticipate talent needs e.g. identify flight risks, or forecast skill gaps.
Develop and implement data-driven solutions to improve talent acquisition, engagement, development, and retention.
Act as a thought partner to business leaders, providing expert advice on talent management, organizational design, change management, positive employee relations, and other critical HR-related processes.
Collaborate with cross-functional teams, inside and outside of HR, to design and implement solutions that drive business outcomes.
Facilitate workshops, training sessions, and other interventions to build organizational capability and address performance gaps.
In partnership with talent acquisition COE, identify strategies to attract and retain top talent, ensuring a focus on diversity, fairness and inclusion.
Identify and implement leadership development programs to build bench strength and enhance organizational capability, with support from L&OD COE.
Partner with business leaders to develop succession plans for critical roles.
Support organizational change initiatives by developing change management strategies, communication plans, and training programs.
Coach and support leaders in effectively managing change and engaging their teams.
Prioritize direct engagement with frontline teams to understand operational challenges firsthand and foster a culture of mutual trust and shared ownership.