HR Business Partner - Operations

Milwaukee Tool•Milwaukee, MT

10d•Onsite

About The Position

The HR Business Partner (referred to in the description as the Talent Business Partner) partners with the Quality & Reliability Engineering organization to forecast, identify, build, and implement proactive talent solutions aligned with business goals. Under the direction of the Executive Talent Business Partner, the role leads talent review, organizational design, and employee experience activities in a dynamic, fast-paced environment with continuous change. The position provides strategic talent partnership and program leadership across talent planning, internal mobility, workforce planning, organizational change, employee relations, compliance, and employee experience. It leads talent-cycle activities and supports annual performance reviews, the annual merit cycle, strategic talent and organizational reviews, and internal mobility. The role also travels among Milwaukee-area locations and may involve domestic or international travel of less than 10% annually when needed. The work is performed in an office environment five days per week.

Requirements

At least 6 years of progressive Talent experience supporting senior leaders and aligning Talent to business goals.
Bachelor’s degree in a related field or equivalent experience.
Progressive Generalist experience with a focus on leadership-level partnerships.
Ability to build 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.
Track record of taking initiative and solving problems with minimal direction.
Working knowledge of federal and state laws and regulations relating to human resources.
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 analytic tools and Talent systems.
Ability to manage multiple priorities, stakeholders, and changing business and economic landscapes, adjusting work approach to support organizational and Talent priorities.
Ability to travel among Milwaukee-area locations in southeastern Wisconsin; possible domestic or international travel of less than 10% annually if needed.
Experience with Workday.

Responsibilities

Partner with leaders to assess employee performance and potential, identify talent gaps and high-potential employees, and develop talent plans aligned with business goals.
Implement talent strategies and internal mobility plans to align the workforce with business needs.
Apply enterprise financial, regulatory, and compliance principles to talent processes, policies, and initiatives.
Collaborate with business leaders and Talent Centers of Excellence to 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 leaders to align talent with business strategies.
Lead talent-cycle activities within assigned business groups and coach leaders on responses to employee performance concerns.
Partner with Talent Acquisition and business leaders to identify staffing needs.
Support location leaders in listening strategies, including engagement surveys, skip-level meetings, exit and stay interviews, action planning, and leader accountability.
Develop and refine workforce plans, identify workforce issues and trends, and lead business reorganizations or restructures.
Coach and advise on change management for business transformations, addressing the impact of change on employees.
Provide input to Talent Operations on new policies and programs; monitor total rewards practices to attract and retain high-performing employees.
Partner with leaders and Talent Development to support organizational change, including team kick-offs and new-leader assimilation.
Lead employee-relations strategy for the supported area and advise on approaches to resolve 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; consult and coach on complex talent issues.
Maintain positive employee relations and a responsive, open environment where employees feel safe speaking up.
Conduct and document internal investigations, oversee offboarding, and interpret exit-survey data and escalate feedback.
Partner with leadership to shape a comprehensive employee experience and culture; use employee feedback data to inform relevant experiences and development opportunities.
Cultivate an inclusive and supportive working environment for all employees.
Provide program leadership for the annual performance review process, annual merit cycle, strategic talent and organizational review, and internal mobility.