HR Business Partner

Emerson•Florham Park, NJ

3d•Onsite

About The Position

Emerson has an exciting opportunity for an experienced HR Business Partner based in Florham Park, NJ. In this role, you will partner with the FLMC Americas world area Commercial and Revenue Operations organizations to drive culture and talent strategies that enable sales productivity, business growth, and performance. You will leverage advanced Excel and PowerPoint skills to drive the execution of enterprise, annual talent and planning cycles across the Americas world area, ensuring consistency, accountability, and high-quality delivery. This position serves as a strategic advisor to senior leaders, anticipates organizational needs, and drives cross-functional HR initiatives that enhance culture, strengthen talent outcomes, and facilitate the improvement of overall organizational performance.

Requirements

Bachelor’s degree
5+ years of progressive HR and leadership experience, including 3+ years related experiences as strategic HRBP supporting commercial organizations and senior leadership.
Strong financial acumen, data analysis and reporting skills along with high Excel, and PowerPoint proficiency.
Must be tech-savvy.
Strong coaching skills and proven experience partnering with senior executives and influencing business outcomes.
Demonstrated experience in organizational development, including organizational design and effectiveness, strategic workforce planning, and change management.
Strong experience leading HR planning cycles, cross-functional programs, or enterprise HR initiatives to include reporting and strategic insights.

Nice To Haves

Master’s or MBA preferred.
Professional HR certification (e.g., SHRM, SPHR)
Bi-lingual Spanish
Leadership/Sales assessment certification
Power BI (or similar BI tools) experience, including the ability to build or refine HR dashboards to support strategic workforce insights.

Responsibilities

Serve as a trusted advisor to Commercial and Revenue Operations leaders on people strategy, organizational effectiveness and design, sales effectiveness, and compensation incentive alignment.
Translate commercial strategy into HR priorities that drive growth, productivity, and competitive advantage, leveraging data, analytics, and market insights to shape long‑range capability and workforce plans.
Identify talent opportunities and risks that impact revenue growth, margin performance, and operational scalability; partner with leaders to develop and implement mitigation strategies.
Lead succession planning and support leadership and culture effectiveness across the Commercial organization.
Guide leaders through transformation, change management, and business evolution with a focus on clarity, communication, and continuous improvement.
Strengthen leadership team effectiveness and build leadership capability through coaching, development planning, and strategic partnership with senior leaders.
Equip people leaders with the tools and support needed to onboard, develop, coach, and manage performance for high‑performing teams.
Partner with HR COEs and Talent Acquisition to ensure critical roles are filled with top talent.
Lead strategic workforce planning and headcount governance, annual HR culture and talent cycles including succession planning, ensuring alignment across stakeholders.
Lead the development of strategic reviews, business updates and planning materials, and HR dashboards that inform regional HR and business decision‑making.
Lead and partner with HR COEs and regional HR leaders to ensure consistent execution and accountability across HR programs, with clear roles, timelines, and deliverables.
Identify and mitigate talent risks through retention, engagement, and development strategies, including annual engagement planning.
Drive HR functional continuous improvement.