Senior HR Business Partner

Caterpillar•Peoria, IL

23h•Onsite

About The Position

When you join Caterpillar, you're joining a global team who cares not just about the work we do – but also about each other. We are the makers, problem solvers, and future world builders who are creating stronger, more sustainable communities. We don't just talk about progress and innovation here – we make it happen, with our customers, where we work and live. Together, we are building a better world, so we can all enjoy living in it. We are seeking a Senior Human Resources Business Partner (Sr. HRBP) to join our Human Resources team supporting the Law, Security & Public Policy Division. This role serves as a strategic advisor to senior leadership and plays a pivotal part in driving our people strategy across a global employee base. The Sr. HRBP will partner closely with leaders to deliver HR strategies aligned with business objectives, provide expert guidance on HR policies and practices, and strengthen a culture of engagement, inclusion, and continuous development. In this role, you will also shape, develop, and communicate policies within the corporate framework while guiding leaders and employees in their application. You’ll represent the division in cross‑functional collaborations — including Organization & Talent Development, Total Rewards, Corporate Compliance, and the Office of Business Practices — ensuring alignment, integration, and ongoing feedback across HR functions

Requirements

Bachelor's Degree
Knowledge of business concepts, tools, and processes that are needed for making sound decisions in the context of the company's business; ability to apply this knowledge appropriately to diverse situations.
Knowledge of issues, opportunities, and challenges for conducting business in the international marketplace; ability to apply global perspectives appropriately in a wide range of situations.
Knowledge of the organization's vision, structure, culture, philosophy, operating principles, values, and code of ethics; ability to understand the value of aligning capabilities with business goals to support optimal performance.
Knowledge of the decision-making process and associated tools and techniques; ability to accurately analyze situations and reach productive decisions based on informed judgment
Knowledge of effective influencing tactics and strategies; ability to impact decisions within and outside own organization.
Knowledge of the rights and obligations in the employee relations; ability to adhere to legal requirements when handling employee negotiations.
Knowledge of human resource function; ability to uphold the organization's and industry's standards, procedures and policies regarding human resources management.
Knowledge of how an organization attracts, recruits, retains, identifies and develops talent; ability to develop the talent required for an organization to achieve its short-term and long-term goals.

Responsibilities

Strategic Partnership: Serve as a strategic advisor to senior leadership, helping identify, prioritize, and implement HR initiatives that support the division’s business strategy and long‑term objectives.
People Strategy & Employee Experience: Align and execute HR policies, processes, and programs that promote employee engagement, retention, development, and high performance across a global team.
Leader Coaching & Support: Act as a trusted coach to leaders and managers on performance management, organizational design, talent planning, compensation, benefits, and other HR‑related matters.
Data‑Driven Insights: Analyze workforce metrics and trends to provide actionable, data-driven insights and recommendations that strengthen decision‑making and support business outcomes.
Policy Leadership: Develop, interpret, and communicate HR policies within the corporate framework, ensuring consistency, clarity, and compliance across the division.
Cross‑Functional Collaboration: Represent the division in collaboration with Organization & Talent Development, Total Rewards, Compliance, and the Office of Business Practices, ensuring seamless integration of HR programs and effective feedback loops.