Sr HR Business Partner

Milwaukee Tool•Brookfield, MT

7d•Onsite

About The Position

The Sr HR Business Partner serves as a strategic advisor to senior leaders across the Power Tool Engineering organization, shaping talent priorities and leading large-scale initiatives such as talent reviews, organizational design, workforce and succession planning, and employee experience. The role operates in a dynamic, fast-paced environment with continuous change and is under the direction of the Executive Business Partner. The position partners with leaders and Talent Centers of Excellence to translate business strategy into long-term talent plans, assess organizational health and workforce needs, strengthen leadership readiness, and guide complex talent movements. It also leads employee relations strategy, advises on complex compensation and compliance matters, supports organizational change, and provides program leadership for key talent management processes.

Requirements

At least 8 years of progressive HR/Talent experience partnering with senior leaders to influence business priorities and lead large-scale Talent initiatives.
Bachelor's degree in a related field and/or equivalent experience.
Experience shaping organizational strategy through talent planning and workforce/succession initiatives, and leading complex change such as restructuring, workforce reductions, or integrations.
Ability to establish credibility in the business and influence senior leaders through clear communication, positioning Talent as a strategic business partner.
Experience advising on complex employee relations matters, with sound judgment, discretion, and the ability to coach others through sensitive situations.
Ability to lead through ambiguity and change, manage multiple priorities and stakeholders, and work with minimal direction.
Knowledge of federal and state laws and regulations relating to HR.
Strong business acumen and ability to align talent strategies with broader business goals and long-term outcomes.
Advanced ability to analyze and communicate insights from data, using analytics tools and Talent systems to evaluate organizational effectiveness and guide decisions.
Ability to travel among Milwaukee-area locations in southeastern Wisconsin.
Possible domestic or international travel of less than 10% annually, if business needs require.

Nice To Haves

Experience with Workday.
Prior experience leading and/or mentoring Talent team members.
Experience designing or evolving Talent programs using analytics and stakeholder feedback to improve workforce effectiveness and business outcomes.

Responsibilities

Advise senior leaders on organizational structure, leadership effectiveness, and strategic people priorities across multiple functions or sites.
Translate business strategy into long-term talent plans and align stakeholders on execution.
Lead talent and organizational reviews, synthesizing performance, potential, organizational health, and workforce data into recommendations for senior leadership.
Apply enterprise financial, regulatory, and compliance principles to talent processes, policies, and initiatives.
Partner with leaders and Talent COEs to identify talent gaps and build bench strength and leadership readiness.
Drive internal mobility strategy, partnering with Talent Acquisition, Total Rewards, and Global Mobility on complex talent movements.
Use analytics and trends to shape talent strategy and influence senior leaders with data-informed recommendations.
Coach and serve as an escalation point for Talent team members.
Support workforce and succession planning, evaluating spans, layers, and organizational health and recommending scalable solutions.
Lead organizational design and change efforts, including restructuring, workforce and site transitions, and integrations.
Partner with leaders and Talent Development on leadership effectiveness efforts, including Team Kick-off and New Leader Assimilation.
Advise leaders on complex compensation decisions, including market positioning, internal equity, promotions, and retention strategies.
Lead employee relations strategy and advise and coach leaders on complex employee relations, performance, and compliance matters.
Lead internal investigations and resolution of high-risk cases in partnership with Legal/Compliance and executive stakeholders as needed.
Advise on labor laws and regulations and risk mitigation for complex talent issues.
Promote positive employee relations and an environment where employees feel safe speaking up.
Oversee off-boarding and use exit survey themes to recommend actions to senior leaders.
Consult with senior leaders on employee experience and culture strategy, listening strategies, and accountability for action planning.
Provide program leadership for annual performance reviews, the annual merit cycle, strategic talent and organizational reviews, workforce and succession planning, organizational health and talent metrics, and internal mobility.