Senior HR Business Partner

KION•Grand Rapids, MI

7d•$92,000 - $115,000•Hybrid

About The Position

Dematic is seeking a Senior Human Resources Business Partner to support enablement functions across the business. This role partners directly with senior leaders to drive organizational effectiveness, strengthen leadership capability, and ensure the business has the talent, structure, and culture required to execute its priorities. The Sr. HRBP operates as a strategic advisor and operational partner to leadership. The role requires strong business acumen, sound judgment, and the ability to translate business needs into practical talent and organizational solutions. This position works closely with HR Centers of Excellence and regional HR teams to deliver consistent, scalable people practices while addressing the needs of the functions it supports. This is a hybrid position based in our Grand Rapids, MI or Atlanta, GA offices, requiring a minimum of two days per week onsite. We offer: Career Development Competitive Compensation and Benefits Pay Transparency Global Opportunities Learn More Here: https://www.dematic.com/en-us/about/careers/what-we-offer Dematic provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. The base pay range for this role is estimated to be $92K - $115K at the time of posting. Final compensation will be determined by various factors such as work location, education, experience, knowledge, and skills.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field.
8+ years of progressive HR experience, including at least 5 years in an HR Business Partner role supporting VP-level business leaders.
Demonstrated experience advising senior leaders on talent strategy, organizational design, and performance management.
Experience managing complex employee relations matters and applying employment law considerations in a business environment.
Experience supporting engineering, software, or corporate enablement functions.
Experience within automation, manufacturing, supply chain, or other industrial technology environments.
Experience working in matrixed or global organizations.
Strong analytical, communication, and stakeholder management skills with the ability to influence and guide leadership decisions.
Travel up to 15%.
Must be local to Grand Rapids, MI or Atlanta GA or willing to relocate.
Comfortable with hybrid model (minimum of 2 days a week in office)

Responsibilities

Serve as the primary HR partner to senior leaders within designated enablement functions, providing guidance and support on org design, org changes workforce planning, role design, leadership effectiveness, and team performance.
Translate business priorities into practical people strategies that support growth, operational effectiveness, and leadership capability.
Coach leaders on performance management, talent development, team dynamics, and managing underperformance.
Partner with leaders to assess talent needs, develop workforce plans, and support hiring strategies in collaboration across the COE teams.
Lead succession planning efforts and strengthen leadership pipelines for critical roles.
Identify capability gaps and partner with learning and development teams to implement targeted development initiatives.
Lead the resolution of complex employee relations matters including investigations, performance concerns, and workplace conflict.
Provide guidance on policy application, employment law considerations, and risk mitigation while ensuring consistent and fair practices.
Provide practical change management guidance to ensure effective communication, leadership alignment, and employee engagement during periods of change.
Use workforce data and business metrics to identify trends related to engagement, retention, and performance.
Provide leaders with actionable insights and recommendations to improve organizational effectiveness and employee experience.