Human Resources Business Partner
About The Position
The Human Resources Business Partner (HRBP) serves as a strategic advisor to business leaders, contributing to business planning, organizational priorities, and key people decisions. This role translates business strategy into a clear people and organizational capability agenda, providing thoughtful challenge, coaching, and data-driven insights to strengthen leadership decisions and organizational performance. The HRBP shapes organizational structures, role clarity, governance, and operating models to support business growth and effectiveness. They partner with leadership on organizational transformation, restructuring, integration, and change-management initiatives, identifying organizational risks and capability gaps and developing practical, forward-looking solutions. Additionally, the HRBP drives talent reviews, succession planning, critical-role identification, and leadership pipeline development, building differentiated development strategies for high-potential employees, emerging leaders, and critical talent. They strengthen the quality of talent decisions through consistent assessment, calibration, and development planning. The role also involves coaching and advising leaders on leadership effectiveness, team dynamics, employee engagement, and organizational health, building leadership and managerial capability with an emphasis on accountability, performance, collaboration, and change leadership. The HRBP champions company values and supports the evolution of a high-performance, inclusive, and employee-focused culture. They strengthen performance management by improving goal quality, feedback, differentiation, and accountability, and develop and monitor people metrics to provide insight into workforce health, talent risks, productivity, and organizational effectiveness. The HRBP ensures enterprise HR programs are adapted and implemented to support regional business priorities. They provide strategic oversight and guidance on sensitive employee relations matters, balancing business requirements, employee experience, and risk, and ensure alignment with applicable employment legislation, internal policies, and organizational governance standards. Leveraging plant HR, employee relations, and industrial relations knowledge, they anticipate and manage workforce risks.
Requirements
- 5+ years of progressive HR experience with strong strategic HRBP expertise.
- Bachelor’s degree in HR, Business Administration, or related field required; equivalent experience may substitute.
- Proven ability to advise senior leaders and translate business priorities into people and organizational strategies.
- Experience supporting salaried and operational/manufacturing populations; manufacturing, industrial, engineering, or related experience preferred.
- Expertise in workforce planning, organizational design, talent management, succession, leadership development, and change management.
- Experience in growth/evolving organizations and developing scalable HR frameworks and processes.
- Strong commercial acumen with ability to connect operational and financial drivers to workforce decisions.
- Ability to use people data and insights to diagnose issues, influence decisions, and measure impact.
- Strong executive presence, stakeholder management, and ability to challenge and influence senior leaders.
- Independent, accountable, adaptable, and pragmatic, with sound judgment and ability to navigate ambiguity while maintaining business focus.
Responsibilities
- Serve as a strategic advisor, contributing to business planning, organizational priorities, and key people decisions
- Translate business strategy into a clear people and organizational capability agenda
- Provide thoughtful challenge, coaching, and data-driven insights to strengthen leadership decisions and organizational performance
- Shape organizational structures, role clarity, governance, and operating models to support business growth and effectiveness
- Partner with leadership on organizational transformation, restructuring, integration, and change-management initiatives
- Identify organizational risks and capability gaps and develop practical, forward-looking solutions
- Drive talent reviews, succession planning, critical-role identification, and leadership pipeline development
- Build differentiated development strategies for high-potential employees, emerging leaders, and critical talent
- Strengthen the quality of talent decisions through consistent assessment, calibration, and development planning
- Coach and advise leaders on leadership effectiveness, team dynamics, employee engagement, and organizational health
- Build leadership and managerial capability, with particular emphasis on accountability, performance, collaboration, and change leadership
- Champion Armstrong’s values and support the evolution of a high-performance, inclusive, and employee-focused culture
- Strengthen the effectiveness of performance management by improving goal quality, feedback, differentiation, and accountability
- Develop and monitor people metrics that provide insight into workforce health, talent risks, productivity, and organizational effectiveness
- Ensure enterprise HR programs are adapted and implemented in a manner that supports regional business priorities
- Provide strategic oversight and guidance on sensitive employee relations matters, balancing business requirements, employee experience, and risk
- Ensure alignment with applicable employment legislation, internal policies, and organizational governance standards
- Leverage plant HR, employee relations, and industrial relations knowledge to anticipate and manage workforce risks
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What This Job Offers
Job Type
Full-time
Career Level
Senior
