People & Culture Business Partner

INFICON•Longmont, CO

18h•$112,000 - $120,000

About The Position

The People & Culture Business Partner (PCBP) aligns business objectives with employees and management across designated business units. The role is grounded in a deep understanding of the business and in trusted, credible relationships with leaders and employees, partnering across the People & Culture function to deliver value-added services that reflect the strategic objectives of the organization. The PCBP acts as a trusted advisor to business leaders, providing guidance on strategic workforce planning, talent management, leadership development, employee relations, performance, organizational design, and culture while ensuring compliance with people policies and labor laws. The role uses people data, analytics, and emerging tools to inform decisions and to build sustainable, future-ready organizational capability.

Requirements

Strong business acumen and curiosity, able to learn a business quickly and translate strategy into people priorities.
Proven ability to build trusted relationships and credibility with leaders, managers, and employees at all levels.
Excellent verbal and written communication skills.
Excellent interpersonal and customer service skills.
Strong coaching capability, with the ability to influence and challenge senior leaders effectively.
Ability to comprehend, interpret, and apply applicable laws, guidelines, regulations, and policies.
Strong analytical and problem-solving skills, with comfort using people data and analytics tools.
Familiarity with AI-enabled HR tools and a thoughtful, ethical approach to their use.
Excellent organizational skills, attention to detail, and a proven ability to meet deadlines.
Demonstrated commitment to diversity, equity, inclusion, and belonging.
Ability to acquire a thorough understanding of the organization’s structure, jobs, qualifications, and compensation practices.
Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field (advanced degree a plus).
6–8+ years of progressive HR/People experience, with at least 3 years in a business partner or advisory role.
Experience supporting commercial, sales, or technical organizations through transformation and change.
Working knowledge of multiple human resource disciplines, including compensation, organizational diagnosis, employee relations, performance management, and applicable employment laws.
Experience working with HRIS systems and leveraging people analytics.
SHRM-CP, SHRM-SCP, HRCI PHR, HRCI SPHR, or equivalent credential , or the ability to obtain certification within one year of employment.
Fluency in English required; additional languages (e.g., Spanish, German) a plus depending on regional scope.

Nice To Haves

Advanced degree a plus.
Additional languages (e.g., Spanish, German) a plus depending on regional scope.

Responsibilities

Develop a deep understanding of the business, its strategy, customers, products, commercial drivers, operating model, and financial performance, and use that understanding to shape relevant people solutions.
Build and maintain trusted, credible relationships with business leaders, managers, and employees, becoming a sought-after advisor on people and organizational matters.
Spend meaningful time in the business: attend leadership and team meetings, visit sites where appropriate, and stay close to the day-to-day realities of the workforce.
Anticipate business needs by proactively identifying people-related risks, opportunities, and trends, and bringing forward insights and recommendations.
Challenge constructively, ask the right questions, and influence with empathy, candor, and confidentiality to earn long-term trust at every level.
Partner with business leaders to understand organizational goals and translate them into aligned people strategies.
Work closely with management and employees to improve work relationships, build morale, and increase productivity, retention, and engagement.
Advise on workforce planning, succession planning, and skills-based talent development that anticipates future capability needs.
Support organizational design, role clarity, and team effectiveness across both technical and commercial populations.
Provide insights from people analytics and predictive workforce data to inform business decisions.
Coach leaders on performance management, leadership effectiveness, team development, and inclusive leadership behaviors.
Support leadership capability development aligned with INFICON’s leadership expectations and strengthen management maturity across the organization.
Equip managers to lead effectively across hybrid, distributed, and cross-cultural teams.
Identify training needs at the business-unit level and individual executive coaching needs; participate in evaluation and monitoring of training programs and follow up to ensure objectives are met.
Act as a change partner for business leadership, supporting transformation initiatives, communications, and leadership alignment during change.
Build change capability in leaders as an ongoing competency, not a one-time project skill.
Help leaders navigate organizational complexity and strengthen alignment between functions and regions.
Support team structures, accountability, and collaboration to improve organizational performance.
Drive performance management processes, including goal setting, feedback, performance reviews, and calibration.
Lead talent reviews and succession discussions; identify key talent and define development actions.
Coach managers on effective feedback, employee development, and engagement strategies.
Support leadership development, mentoring programs, and internal mobility based on skills and potential.
Serve as the primary point of contact for complex employee relations matters; conduct investigations and provide guidance on disciplinary actions.
Ensure consistent and fair policy application; monitor trends and escalate risks to senior People & Culture leadership.
Ensure people policies and practices comply with applicable employment laws and internal standards (including local and regional employment frameworks where relevant).
Develop terms for new hires, promotions, and transfers; assist with global mobility and expatriate assignments.
Provide guidance to managers on compensation, promotions, and market competitiveness.
Support recognition and reward programs that retain and motivate talent.
Partner with People Operations on data and analysis related to pay equity, workforce costs, and total rewards.
Champion culture, inclusion, belonging, and engagement initiatives at the team and organizational level.
Embed continuous listening, journey mapping, and employee experience design into how the business engages its people.
Promote sustainable performance, wellbeing, and healthy workload practices.
Hold leaders accountable for inclusive leadership and equitable talent decisions.
Use people data, dashboards, and predictive analytics to inform talent and organizational decisions.
Act as a guardian of fairness, transparency, and human judgment in people decisions.
Collaborate with People Operations to ensure consistent processes, accurate reporting, and effective use of HRIS systems.
Lead or support People & Culture programs, initiatives, and projects within assigned business units.
Partner across the People & Culture function to ensure consistent delivery and value-added service to the business.