Senior People & Culture Business Partner, Operations

Vontier Corporation•Greensboro, NC

59d•$112,000 - $130,000•Onsite

About The Position

As Senior People & Culture Business Partner (PCBP), you will be a strategic partner to the business, aligning P&C initiatives with organizational goals and driving workforce engagement and performance. You add value by partnering with business clients to provide innovative P&C solutions to drive success and achieve business objectives. This position requires a proactive approach to talent management, employee development, and organizational effectiveness. This full-time onsite position is based in Gilbarco Veeder-Root's Greensboro, NC, supporting the Manufacturing Operations function.

Requirements

Bachelor's Degree in Human Resources, Business Administration, or related field.
7+ of HR experience, preferably in a business partner role, preferably in a manufacturing environment. Union experience is a plus.
Strong understanding of HR principles, practices, and employment laws at the federal, state, and local levels.
Proven experience in talent management, employee relations, and performance management.
Excellent interpersonal and communication skills, with the ability to build relationships and influence stakeholders at all levels.
Strong analytical and problem-solving abilities, with experience in using HR metrics to drive decision-making.
Proven ability to manage multiple priorities and projects in a fast-paced environment.
Ability to work onsite at Gilbarco Veeder-Root's Greensboro, NC facility.
Ability to travel up to 15% of the time

Nice To Haves

Experience in change management and organizational development is a plus.
Demonstrated leadership skills with a practical, "roll-up your sleeves" approach.

Responsibilities

Strategic Partnership: Operate as a business partner, understanding the organization's strategies, goals, objectives, and financial performance. Build ongoing relationships with leaders, managers, and stakeholders to drive key HR strategies and initiatives that support operational and strategic goals.
Talent Management: Drive talent acquisition, development, succession planning, and retention initiatives, ensuring alignment with business needs and fostering a high-performance culture.
Employee Experience Enhancement: Develop and implement programs designed to enhance the employee experience.
Performance Management: Guide leaders in performance management processes, including goal setting, feedback, and performance evaluations to promote accountability and development.
Change Management: Support organizational change initiatives by providing guidance and resources to leaders and employees, ensuring smooth transitions, and minimizing disruption.
Policy Development: Advise on HR policies and procedures, ensuring compliance with legal standards and best practices while promoting a fair and equitable work environment.
Data Analysis: Utilize HR metrics and analytics to assess workforce trends, inform decision-making, and drive continuous improvement.
Professional Development: Identify training needs and facilitate learning opportunities for employees (union and non-union) and leaders to enhance skills and capabilities.
Environmental Compliance: Ensure awareness of significant environmental aspects and compliance obligations within operations, ensuring appropriate controls are in place.
Team Collaboration: Work effectively with on-site labor relations partner and employee relations partner.
Other duties as assigned, with or without accommodation.