Senior HR Business Partner- Air & Water

GE Appliances, a Haier company•Louisville, KY

34d•Onsite

About The Position

At GE Appliances, a Haier company, we come together to make “good things, for life.” As the fastest-growing appliance company in the U.S., we’re powered by creators, thinkers and makers who believe that anything is possible and that there’s always a better way. We believe in the power of our people and in giving them the freedom to explore, discover and build good things, together. The GE Appliances philosophy, backed by three simple commitments defines the way we work, invent, create, do business, and serve our communities: we come together, we always look for a better way, and we create possibilities. Interested in joining us on our journey? The Senior HR Business Partner, Organizational Effectiveness combines strong HR business partnering with organizational effectiveness discipline to help leaders build teams, structures, and ways of working that enable speed, accountability, and sustained performance. Anchored in the Air & Water business, this role partners across HR and enterprise stakeholders to bring a systems-level perspective—identifying organizational effectiveness opportunities, diagnosing patterns that impact scale, and designing practical, scalable solutions that enable the Air & Water business to grow.

Requirements

Bachelor’s degree or equivalent experience in a related field
5+ years of experience in organizational development, organizational effectiveness, or related roles
Strong organizational and project management skills, with the ability to manage multiple priorities effectively
HR business partnering and leader influence, with the ability to translate business priorities and operating models into clear people actions and execution
Organizational effectiveness and systems thinking, applying organization design, accountability, and ways-of-working principles to improve performance
Ability to operate and influence across multiple teams, functions, and priorities
Strong diagnostic and problem-solving skills, with the ability to identify root causes and design targeted, practical interventions
Clear, concise communication and facilitation skills, with the ability to engage leaders and teams productively

Nice To Haves

Experience in organization design
Change enablement and collaboration, partnering across HR and the business to embed change and resolve organizational friction
Executive presence with the ability to challenge and partner
Skilled facilitator of senior leader and team discussions
Leverage emerging technologies (e.g., AI) to drive individual employee and leadership effectiveness

Responsibilities

Operating Model Enablement Translate the Air & Water operating model into practical organizational mechanisms—such as decision rights, accountability, governance, and operating rhythms—within supported teams and functions, in partnership with business leaders and HR Business Partners.
Identify and diagnose points of friction where the operating model is not enabling effective execution, and partner with leaders to design and implement targeted, practical interventions that improve speed, clarity, and performance.
Work alongside leaders and HR Business Partners to reinforce ownership, decision-making, and accountability at the point of value creation, ensuring alignment between organizational system design and how leaders execute through their teams.
Organization Design & Effectiveness Apply systems thinking to organization design, role clarity, and team structure decisions
Assess spans and layers, decision rights, accountability, and interfaces to improve execution speed and clarity
Support organization changes driven by growth, strategy shifts, or capability needs
Introduce practical frameworks and tools that leaders can use to improve how work gets done
Change Leadership, Operating Model & Ways of Working Designs and enables the Air & Water change approach by defining how change is led, reinforced, and embedded into day-to-day leadership practices, ways of working, and employee behaviors.
Partners with leaders to translate the operating model into clear employee capabilities, expectations, and ways of working—ensuring teams execute in alignment with the operating model and deliver intended business results.
Reinforce leadership behaviors and cultural mechanisms that enable ownership and accountability.
Talent, Leadership & Team Development Advance talent pipelines, succession planning, and development priorities within supported functions.
Partner with enterprise learning and talent teams to align role-based and leadership development.
Diagnose leadership and team effectiveness and facilitate targeted working sessions when needed.
Build leader capability in coaching, feedback, inclusive leadership, and decision-making.
Strategic Partnership & Capability Building Serve as a thought partner to the Air & Water HR Leader on organizational effectiveness topics, providing insights, options, and recommendations within supported areas.
Identify recurring patterns and systemic issues across the Air & Water ecosystem and proactively surface observations and implications to HR and business leaders.
Contribute to building organizational development capability within HR by developing and sharing practical language, tools, and playbooks in partnership with HR colleagues.
Partner closely with HR Business Partners to support alignment between organizational system design and how leaders execute through their teams.