Senior HR Business Partner - Northeast Region

FERGUSON•Beltsville, MD

1d•Hybrid

About The Position

Since 1953, Ferguson has been a source of quality supplies for a variety of industries. Together We Build Better infrastructure, better homes and better businesses. We exist to make our customers’ complex projects simple, successful, and sustainable. We proactively solve problems, adapt and grow to continuously serve our customers, communities and each other. Ferguson, a Fortune 500 company, is proud to provide best-in-class products, service and capabilities across the following industries: Commercial/Mechanical, Facilities Supply, Fire and Fabrication, HVAC, Industrial, Residential Trade, Residential Building and Remodel, Waterworks and Residential Digital Commerce. Ferguson has approximately 36,000 associates across 1,700 locations. Ferguson is a community of proud associates who operate with the shared purpose of building something meaningful. You will build a career that you are proud of, at a company you can believe in. The Senior HR Business Partner - Northeast Region is a strategic advisor and enterprise thought partner to senior field and functional leaders. This role plays a critical part in helping to shape and implement people strategies that drive business performance, organizational agility, and cultural transformation. The Senior HRBP operates at the intersection of business strategy and human capital, leveraging data, influence, and deep HR expertise to build leadership capability, strengthen talent pipelines, and enable scalable, high-performing teams. Location: This role is approved for remote work or hybrid out of Ferguson's corporate offices in Newport News, VA, according to company policy. Living in the Northeast/Mid-Atlantic is strongly preferred with a travel expectation of 25%. The Northeast Region covers New England, DC Metro, NY Metro, Philadelphia and Virginia.

Requirements

Bachelor's degree or equivalent experience.
8+ years of progressive HR experience, including 4+ years in a strategic HRBP role.
Proven experience in HR disciplines including org design, talent management, employee relations, and workforce planning.
Proficiency in HRIS (e.g., Workday), Microsoft Office, and data reporting tools.
Ability to travel 25%.
Proven ability to influence senior leaders and drive alignment across complex, matrixed organizations.
Deep understanding of business operations, financial drivers, and market dynamics.
Can lead large-scale change initiatives with empathy, clarity, and resilience.
Navigate conflict, feedback, and sensitive issues with insight and tact.
Strong capability in interpreting people data and trends to inform strategy and decision-making.
Ability to work independently and as part of a collaborative HR team.

Nice To Haves

HR certifications (SHRM-CP or SCP, PHR/SPHR) strongly preferred.
Experience supporting field-based, functional, or multi-site environments in fast-paced or matrixed organizations is highly desirable.

Responsibilities

Partner with senior leaders to anticipate future workforce needs, identify critical capability gaps, and develop long-range talent strategies aligned with business growth and transformation.
Serve as a trusted advisor to senior leaders, providing coaching on leadership effectiveness, organizational influence, and enterprise thinking.
Partner with the Employment Practices Group (EPG) to proactively address complex employee relations issues, mitigate risk, and promote a positive workplace culture.
Collaborate with HR COEs to help shape and deploy enterprise programs in compensation, benefits, talent acquisition, and employee experience with a focus on business relevance and adoption.
Help lead complex org design initiatives, including restructuring, role clarity, and operating model evolution to support scalability and agility.
Translate workforce data (e.g., engagement, attrition, DEI metrics, talent mobility) into actionable insights and strategic recommendations for senior leadership.
Champion a culture of inclusion, accountability, and continuous improvement by embedding DEI principles into talent practices and leadership behaviors.
Architect and lead change strategies that build alignment, reduce resistance, and foster a culture of adaptability and innovation.
Drive enterprise-wide talent reviews, succession planning, and leadership pipeline development in partnership with Talent COEs.