HR Business Partner

Bosch Group•Mount Prospect, IL

21h•Hybrid

About The Position

This role is hybrid with a minimum requirement of 3 days in-office at the Mount Prospect location each week. The Human Resources Business Partner (HRBP) serves as a strategic advisor to senior business leaders within Power Tools North America, partnering to shape organizational capability, leadership effectiveness, talent strategies, and cultural transformation. This role plays a critical part in supporting organizational growth, leadership transitions, organizational redesign, and the evolution of regional and global ways of working. The HRBP partners closely with executive leaders to develop and execute people strategies that accelerate business performance, strengthen leadership capability, build organizational effectiveness, and ensure a strong pipeline of talent for the future.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
8+ years of progressive Human Resources experience.
5+ years supporting senior leadership teams in an HR Business Partner capacity.
Demonstrated experience leading organizational change, talent management, and leadership development initiatives.
Strong business acumen with the ability to align people strategies to business priorities.
Experience facilitating talent reviews, succession planning, and workforce planning processes.
Exceptional communication, consulting, coaching, and influencing skills.
Indefinite U.S. work authorized individuals only. Future sponsorship for work authorization is not available.

Nice To Haves

Master's degree in Human Resources, Business Administration, Organizational Psychology, or a related field.
Experience supporting organizations through significant transformation, organizational redesign, or cultural change initiatives.
Experience within manufacturing, engineering, product development, or commercial organizations.
Strong organizational development and change management capabilities.

Responsibilities

Partner directly with senior leaders to develop and execute people strategies aligned with business objectives.
Serve as a trusted advisor on organizational design, workforce planning, leadership effectiveness, and change management.
Provide insights and recommendations to improve organizational performance, team effectiveness, and employee engagement.
Support leadership teams through periods of organizational transformation and business change.
Lead talent review and succession planning processes for assigned client groups.
Identify critical roles, assess organizational bench strength, and develop succession strategies.
Partner with leaders to identify high-potential talent and create actionable development plans.
Drive internal mobility and career development initiatives to strengthen organizational capability.
Coach leaders on performance management, talent assessment, organizational effectiveness, and leadership challenges.
Partner with leaders to build development plans for key talent and leadership teams.
Facilitate initiatives that strengthen leadership capability, accountability, and organizational effectiveness.
Support leadership team onboarding and assimilation for newly appointed leaders.
Assess organizational strengths, capability gaps, and development opportunities.
Support organizational design efforts, including role clarity, decision rights, and team effectiveness.
Lead change management initiatives associated with organizational restructuring, leadership transitions, and evolving business strategies.
Drive cultural integration efforts and support the adoption of new ways of working across teams and functions.
Lead performance management processes, calibration discussions, and talent assessments.
Partner with leaders to align goals, performance expectations, and accountability measures.
Support workforce planning activities, including organization capability assessments and future talent requirements.
Utilize people analytics and workforce data to identify trends and inform business decisions.
Drive execution of key HR processes including talent reviews, succession planning, performance management, leadership development, workforce planning, salary reviews, and talent acquisition.
Partner effectively within a matrixed HR organization, leveraging Centers of Excellence and Shared Services resources.
Support associate relations matters and conduct investigations as needed.