People & Organization (HR) People Partner

Siemens•Fort Worth, TX

2d•$94,207 - $161,498•Onsite

About The Position

The People & Organization (HR) People Partner joins Siemens’ US P&O team and partners directly with the leadership team at its Dallas Fort Worth (Alliance) manufacturing plant. This on-site role provides practical, hands-on support in a fast-paced production environment while bringing an enterprise perspective to people and organizational matters. The People Partner serves as a trusted, visible contact for employees and leaders who need direct interaction, empathy, and sound human judgment. The role works with manufacturing leaders and frontline supervisors to translate operational goals into people experience strategies that support safety, productivity, engagement, and performance. Priorities include maintaining a consistent, high-quality employee experience; managing complex and sensitive people relations matters; understanding local workforce needs; and connecting employees and leaders with standard P&O solutions and specialist partners. The role translates business priorities into local people experience within established P&O standards rather than independently creating customized programs. The successful candidate understands manufacturing operations, navigates complex and ambiguous situations, and aligns people initiatives with business outcomes such as operational excellence, growth, and employee engagement. The role requires sound judgment in escalated employee situations, local compliance discipline, comfort with both digital and human interactions, and the ability to build trust through a consistent presence on the shop floor. The position is permanent and full-time, based on-site at the Dallas Fort Worth (Alliance) manufacturing plant, with an estimated 10–20% travel requirement.

Requirements

Bachelor’s degree or equivalent experience.
Five years of experience working in a manufacturing environment.
Eight to ten years of HR experience, including knowledge of talent acquisition, employee relations, performance management, management consultation, and coaching.
Eight to ten years of experience in leadership coaching, collaboration and networking, persuasion and influence, and stakeholder management.
Five or more years of workforce transformation, discussion, and workshop facilitation experience.
Eight to ten years of experience in manufacturing or distribution, working with hourly teams in a multi-shift operation.
Eight to ten years of experience in a matrixed environment and successfully managing multiple stakeholders.
Proficiency with Microsoft Office tools, including Word, Excel, Outlook, and PowerPoint.
Ability and willingness to travel, estimated at 10–20%.
Legally authorized to work in the United States without current or future employer-sponsored work authorization.
Demonstrated experience handling complex, escalated, or sensitive employee matters with sound judgment, empathy, confidentiality, and appropriate specialist partnership.
Working knowledge of labor and employment compliance in a manufacturing environment.
Demonstrated ability to build credibility through high-touch engagement with employees, frontline leaders, and plant leadership across multiple shifts.
Digital fluency and willingness to promote standard, self-service, AI-enabled, and automated P&O solutions while recognizing when direct human support is needed.

Nice To Haves

Master’s degree in human resources, business administration, or a related field.
Experience partnering with employee representatives or unions; the posting notes that the factories are currently non-represented.
Experience with agile practice foundations and applying people frameworks in operational environments.
Strong data storytelling, analysis, and digital fluency, with the ability to translate insights into practical action.
Self-directed and adaptable, with the ability to manage multiple priorities and deliver results in a fast-paced manufacturing setting.
Trusted-advisor communication and coaching skills, with the ability to influence, partner, and navigate complex people issues with sound judgment.
Visible leadership that builds plant-floor credibility and trust through consistent presence, practical problem-solving, sound judgment, and effective influence.

Responsibilities

Create and execute people experience priorities based on business strategy, including local leadership development, workforce development, and talent planning, while working within established P&O standards.
Serve as an accessible point of contact for employees and leaders on complex people matters requiring direct interaction and thoughtful resolution.
Manage complex, escalated, and sensitive employee relations matters, including conflict resolution, investigations, policy interpretation, and employee concerns.
Ensure local compliance with labor laws, regulatory requirements, and P&O policies, partnering with employee representatives where required.
Partner with business leaders to develop actionable data insights, consider workforce trends and impacts, and advise on risk mitigation.
Use workforce data, metrics, and clear data storytelling to improve factory efficiency, productivity, and decision-making; contribute to data and knowledge management that supports AI readiness.
Lead critical conversations with local leaders and teams to address complex challenges, improve leadership and team effectiveness, and guide local organizational change.
Support the development of local leaders, especially frontline and mid-level manufacturing leaders.
Maintain a consistent, high-quality people experience across employees, leaders, shifts, functions, and business groups.
Sense local workforce needs, identify recurring issues, and share practical insights with the P&O ecosystem to improve standard offerings.
Build relationships across internal partners, including GBS, EHS, Talent Acquisition, Talent & Organization, Compensation & Benefits, People Relations, Labor Relations, and the Impact team, including Governance & Compliance.
Coordinate complex local activities such as factory ramp-ups, reorganizations, workforce transitions, and other changes affecting employees and leaders.
Support simplification, harmonization, and adoption of standard P&O policies, processes, digital tools, AI-enabled solutions, and self-service resources.
Identify recurring transactional topics that may be suitable for automation and route opportunities through appropriate P&O channels.
Direct routine needs to standard or self-service solutions while providing personal support where human interaction adds value.
Promote scalable, compliant, employee-centered solutions and challenge unnecessary local customization.