Principal HR Business Partner

Revvity•Hopkinton, MA

2d•Hybrid

About The Position

Join Revvity as a Principal HR Business Partner, collaborating with business leaders to deliver strategic and day-to-day people initiatives that drive real business outcomes. You will work closely with Legal, Talent Success, Total Rewards, and other People & Culture Communities of Expertise to implement effective solutions in a fast-paced, evolving environment. This role brings you close to the day-to-day reality of Operations and Quality, where workforce decisions directly shape customer outcomes and operational performance. They will partner with site and functional leaders to execute people priorities with strong organization, disciplined follow-through, and visible support for managers and teams. This hybrid role is based at our Hopkinton, MA location, with the request to work 2 days per month at our Boston site for the first year in role.

Requirements

Bachelor’s degree and a minimum of 8 years progressive HR Business Partner or experience in a complex, multi-site organizations or matrixed organizational structures
Experience working with an HRIS system is required

Nice To Haves

Comprehensive knowledge of federal, state, and local employment laws with an emphasis on Massachusetts
Successful track record in a role of similar scale, complexity, and regional reach in a fast-paced, matrix environment with direct experience related to Operations and Quality
Exceptional interpersonal skills with ability to influence without authority and build trust with senior leadership and front-line employees
Experience working effectively across cultures and time zones in global organizations
Highly motivated self-starter and team player with collaborative leadership style
High level of competence in data analytics - interpreting, assimilating data, and uncovering insights that lead to better-informed decision-making and people-related strategies
Experience resolving employee relations issues with solid understanding of policies, practices, and applicable US laws
Comfortable with AI-powered HR tools and emerging technologies for talent analytics; adaptable to new HR tech implementations, digital transformation initiatives, and competing priorities
Strong skills in coaching, facilitation, presentation, and process development

Responsibilities

Take hands-on ownership of designated sites and key leaders, partnering with Operations and Quality to keep people programs on track and moving forward
Partner with senior leaders to translate business strategy into actionable people plans, and coach managers on performance, development, and workforce transformations
Collaborate cross-functionally with Talent Success, Total Rewards, Culture & Belonging, and other People & Culture Communities of Expertise to deliver programs across compensation, performance cycles, talent reviews, and talent acquisition
Navigate and resolve employee relations matters with sound judgment, ensuring alignment with policies, applicable laws, and company values while promoting effective change management
Proactively connect with other HR Business Partners and global HR colleagues to implement People and Culture initiatives
Implement HR initiatives in alignment with the business strategy and the Global and Regional HR Roadmap actions
In partnership with the relevant HR COEs execute cyclical HR processes including compensation planning, goal setting, performance reviews, compliance training, and talent calibration
Support and coach managers across the organization on people matters, including but not limited to job levelling, talent management, performance improvement initiatives, talent assessment, retention management and succession planning
Contribute to the HR integration of acquired businesses, building one company and culture for Revvity
Implement change management initiatives to enhance overall organizational performance within a global matrixed environment
Take direct HR Business Partner ownership for designated sites, assigned employees, and key leaders
Provide meaningful information to the business on the health of the organization using reliable metrics.
Work with business leaders to take the relevant actions emerging from informal and formal feedback sessions