Human Resources - BP

J.D. Power•Troy, AL

1d•Remote

About The Position

The People & Culture Business Partner (P&CBP) is a strategic partner to senior leaders, supporting multiple P&L business units to achieve business objectives through effective people strategies. This role brings strong business acumen, trusted advisory capability, and a deep understanding of how talent, performance, and organizational design enable sustainable results. Partnering across North America and collaborating with global People & Culture colleagues, the P&CBP translates business strategy into integrated people plans while supporting leaders through growth, change, and transformation.

Requirements

8+ years of progressive HR experience, including at least 5 years as a People & Culture (HR) Business Partner supporting P&L business units.
Proven experience partnering with senior and executive leaders in complex, matrixed environments.
Demonstrated expertise in performance management, succession planning, workforce planning, and organizational design.
Experience supporting transformation initiatives with the ability to manage multiple priorities and stakeholders in a fast-paced environment.
Strong business and financial acumen.
Excellent coaching, communication, and influencing skills.
Strong project management and initiative ownership capability.
Solid knowledge of employment legislation and regulatory requirements (e.g., ESA, FLSA).
Proficiency with O365 and Workday or comparable HRIS.
University degree in HR, Business, or equivalent experience.

Nice To Haves

Master’s degree in HR, OD, or related field.
CHRL, SHRM CP/SCP, or equivalent designation.
Exposure to European employment legislation and practices is considered an asset.
Experience supporting technology, analytics, engineering, utilities, or similarly complex environments.

Responsibilities

Partner with senior and executive leaders across multiple P&Ls to align people strategies with business goals, financial outcomes, and operating priorities.
Act as a trusted advisor, providing pragmatic counsel on leadership, talent, organizational effectiveness, and employee experience.
Translate business strategy into people cycle plans leveraging workforce planning, talent, performance, and capability levers.
Coach leaders on effective performance management, including goal setting, feedback, development conversations, and performance improvement.
Support consistent application of performance frameworks to drive accountability, engagement, and productivity.
Lead and support talent assessments for critical roles and skills, including talent identification, readiness assessment, and development planning.
Partner with leaders to align workforce plans, structure, and skills with current and future business needs.
Use data, trends, and business insight to inform talent recommendations and measure the impact of policies and people initiatives.
Provide strategic and hands‑on support for organizational design, role clarity, and restructuring initiatives.
Support change management by advising leaders on impacts, stakeholder communication, and engagement and adoption.
Assess organizational effectiveness and recommend improvements to structure, governance, and ways of working.
Manage and resolve complex employee relations issues, conducting objective and compliant investigations as required and partnering with Legal to mitigate risks.
Collaborate closely with specialist P&C teams (Talent Acquisition, L&D, Total Rewards, Employee Experience) to deliver solutions and support to the business.
Identify capability and development needs and partner on learning initiatives.
Provide policy guidance, including compensation, promotions, transfers, and role changes.
Contribute to broader P&C projects and support people workstream for M&A activity.