Human Resources Business Partner

Vertiv•Westerville, OH

7d•Hybrid

About The Position

We are seeking an experienced and proactive HR Business Partner to join the Human Resources team supporting the Americas region. In this role, you will serve as a trusted advisor to engineering managers and leaders across our ER&D Business Units on all matters related to human resources. You should be a proactive communicator and change agent who can balance employee advocacy with business objectives to create integrated solutions in a high-growth engineering environment. HRBP duties include extensive employee relations skills, problem solving, conflict resolution, and coaching. You will partner with ER&D leadership in developing a culture supportive of company values, and drive communication, recognition, and rewards to strengthen employee engagement.

Requirements

Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred
3–5 years of progressive HR experience with previous exposure to learning and development or equivalent practical experience
Demonstrated experience with employee relations case management
Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook)

Nice To Haves

Thorough understanding of human resources principles
Working knowledge of HRIS systems and HR analytics/reporting tools
Ability to clearly communicate with employees, applicants, and leadership — both verbally and in writing — to represent the HR function professionally
Willingness to work flexible hours, occasional travel to local Americas sites, and adapt to a fast-paced, high-growth environment

Responsibilities

Serve as the primary employee relations point of contact, managing employee relations cases including intake, investigation, documentation, and resolution.
Proactively coach engineering managers on people management challenges — conflict resolution, performance concerns, team dynamics, and policy interpretation.
Partner with hiring managers and talent acquisition on the recruitment process, including job profile development, candidate assessment, and selection decision-making.
Own new hire offer alignment, ensuring internal equity, appropriate leveling, and consistency with compensation guidelines.
Coordinate and drive the performance management cycle for assigned client groups.
Partner with managers on Performance Improvement Plan (PIP) development, documentation, and follow-up cadence.
Assess and coach managers and employees to achieve maximum performance.
Assist with benchmarking analysis and develop recommendations for new hires, promotions, transfers, and merit plan documentation.
Partner with talent management to address organizational development needs and facilitate individual or custom learning solutions as determined by engineering leadership.
Ensure compliance with regional employment laws, company policies, and HR processes.