Sr. Human Resources Business Partner

Vertiv Group•Westerville, OH

13d

About The Position

Description Job Description: The Senior Human Resources Business Partner (HRBP) will serve as a strategic advisor and consultant to senior leaders and management within designated business units. This role will be accountable for aligning business objectives with people strategies to drive organizational performance, employee engagement, and sustainable growth. Acting as a trusted partner, change agent, employee champion, and subject matter expert, the Senior HRBP will bridge business needs and HR solutions to deliver high-impact, compliant, and data-driven people practices. Key Responsibilities Strategic Partnership & Business Alignment Serve as the primary HR point of contact for assigned business units, building trusted relationships with leaders and employees. Act as a strategic thought partner to senior and global leaders, translating business goals into actionable HR and workforce strategies. Identify current and future HR needs and develop integrated people strategies that support business growth, transformation, and operational excellence. Consult with management and leadership teams, providing proactive HR guidance and coaching. Organizational Development & Change Management Assess organizational effectiveness and design solutions related to structure, operating models, workforce planning, labor planning, role clarity, and resource allocation. Lead and support major organizational change initiatives, including restructuring, culture transformation, capability building, and M&A integration. Identify team and leadership development gaps and facilitate interventions to improve collaboration, engagement, and performance. Act as a change agent, ensuring stakeholder alignment, effective communication, and successful adoption of change initiatives. Employee Engagement & Talent Management Champion the employee value proposition and foster a high-performing, inclusive, and engaged workplace culture. Partner with Centers of Excellence (COEs) in Talent Acquisition, Workforce Planning, Total Rewards, Learning & Development, Performance Management, and HRIS to deliver aligned and effective HR programs. Support and/or lead talent acquisition and staffing efforts for critical roles within assigned business areas. Coach leaders and employees on performance management, leadership effectiveness, team dynamics, and career development. Employee Relations, Compliance & Risk Management Manage and resolve complex employee relations issues, conducting thorough, objective, and compliant investigations. Maintain in-depth knowledge of employment and labor laws, including wage & hour, OSHA, workers’ compensation, and regulatory compliance. Partner closely with Legal to mitigate risk and ensure consistent application of policies and practices. Ensure HR policies and processes are effectively implemented and adhered to across assigned business units. Communication & Collaboration Coordinate and implement internal and change communications related to HR and organizational initiatives. Build strong partnerships across HR, COEs, and global business units to deliver integrated, high-quality HR solutions. The successful candidate will embrace Vertiv’s Core Principals & Behaviors to help execute our Strategic Priorities. OUR CORE PRINCIPALS: Safety, Integrity, Respect, Teamwork, Diversity & Inclusion. OUR STRATEGIC PRIORITIES Customer Focus Operational Excellence High-Performance Culture Innovation Financial Strength Vertiv is an Equal Opportunity/Affirmative Action employer. We promote equal opportunities for all with respect to hiring, terms of employment, mobility, training, compensation, and occupational health, without discrimination as to age, race, color, religion, creed, sex, pregnancy status (including childbirth, breastfeeding, or related medical conditions), marital status, sexual orientation, gender identity / expression (including transgender status or sexual stereotypes), genetic information, citizenship status, national origin, protected veteran status, political affiliation, or disability. If you have a disability and are having difficulty accessing or using this website to apply for a position, you can request help by sending an email to [email protected]. If you are interested in applying or learning more about this role, please visit the company’s career page located on Vertiv.com/Careers Work Authorization No calls or agencies please. Vertiv will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1, H-1, H-2, L, B, J, or TN or who need sponsorship for work authorization now or in the future, are not eligible for hire.

Requirements

Bachelor’s degree, preferably in Human Resources, Behavioral Science, Business Administration, or related field.
5 years of progressive Human Resources experience.
Strong attention to detail with a continuous improvement mindset.
Excellent interpersonal, communication, and customer service skills.
Proficiency in Microsoft Word, Excel, PowerPoint, and Outlook.
Ability to communicate clearly and effectively, verbally and in writing, in English.
Strong global and cross-cultural awareness.

Nice To Haves

Advanced degree in HR, Organizational Development, Labor Relations, or related field.
Strong working knowledge of multiple HR disciplines, including talent acquisition, compensation, organizational development, employee relations, performance management, and employment law.
Experience supporting manufacturing or operational environments.
Experience managing complex employee relations issues.
Strategic mindset with the ability to anticipate future trends and develop innovative HR solutions.
Strong understanding of business operations, financial metrics, and industry trends.
Proven ability to coach and mentor leaders and employees at all levels.
Strong project management and change leadership skills.
Ability to work effectively in a fast-paced, dynamic environment.

Responsibilities

Serve as the primary HR point of contact for assigned business units, building trusted relationships with leaders and employees.
Act as a strategic thought partner to senior and global leaders, translating business goals into actionable HR and workforce strategies.
Identify current and future HR needs and develop integrated people strategies that support business growth, transformation, and operational excellence.
Consult with management and leadership teams, providing proactive HR guidance and coaching.
Assess organizational effectiveness and design solutions related to structure, operating models, workforce planning, labor planning, role clarity, and resource allocation.
Lead and support major organizational change initiatives, including restructuring, culture transformation, capability building, and M&A integration.
Identify team and leadership development gaps and facilitate interventions to improve collaboration, engagement, and performance.
Act as a change agent, ensuring stakeholder alignment, effective communication, and successful adoption of change initiatives.
Champion the employee value proposition and foster a high-performing, inclusive, and engaged workplace culture.
Partner with Centers of Excellence (COEs) in Talent Acquisition, Workforce Planning, Total Rewards, Learning & Development, Performance Management, and HRIS to deliver aligned and effective HR programs.
Support and/or lead talent acquisition and staffing efforts for critical roles within assigned business areas.
Coach leaders and employees on performance management, leadership effectiveness, team dynamics, and career development.
Manage and resolve complex employee relations issues, conducting thorough, objective, and compliant investigations.
Maintain in-depth knowledge of employment and labor laws, including wage & hour, OSHA, workers’ compensation, and regulatory compliance.
Partner closely with Legal to mitigate risk and ensure consistent application of policies and practices.
Ensure HR policies and processes are effectively implemented and adhered to across assigned business units.
Coordinate and implement internal and change communications related to HR and organizational initiatives.
Build strong partnerships across HR, COEs, and global business units to deliver integrated, high-quality HR solutions.