Strategic HR Business Partner

Emerson•Austin, TX

5h•Onsite

About The Position

We are seeking a highly capable Strategic Human Resources Business Partner to join our team in Austin, TX. In this role, you will partner with senior leaders across Emerson’s Test & Measurement Global Sales & Marketing organization and Global Business Units, supporting a broad, business-facing portfolio where strategic HR partnership is critical to business outcomes. As a valued member of a collaborative, matrixed, and high-performing HR Business Partner and broader HR team, you will contribute as a strategic thought partner and hands-on operator, embedding HR into business strategy, anticipating people-related risks and opportunities, and translating priorities into measurable talent and organizational outcomes.

Requirements

Progressive HR experience, including experience supporting senior leaders in a business-facing HR role.
Strong knowledge of HR best practices and employment laws.
Demonstrated experience in talent management, employee engagement, organizational effectiveness, organizational design, and change management.
Excellent communication and interpersonal skills.
Ability to execute with discipline while operating with strategic focus, business acumen, and outcome orientation.
Proven analytical capability to transform data into actionable insights.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, or related field (preferred).
Master's degree in Human Resources or a related field.
HR certification (e.g., SHRM-SCP, SPHR).
Experience working in a global organization or supporting leaders across multiple functions, business units, or geographies.
Proven track record of leading HR initiatives in a fast-paced, dynamic environment.
Strong project management capabilities.
Ability to influence and build effective partnerships with senior leaders.
Proven ability to thrive amid ambiguity and drive clarity and progress.

Responsibilities

Drive HR strategies and initiatives that align with business, function, and organizational priorities, ensuring commitments translate into measurable outcomes.
Manage responsibilities autonomously while maintaining high standards, monitoring progress, and adapting approaches as needed.
Partner with senior leaders to provide strategic HR guidance, thought partnership, coaching, and data-informed recommendations that shape business and talent decisions.
Build strong networks across teams, functions, and geographies; proactively share information and collaborate to deliver results efficiently.
Work closely with Functional HRBPs, Geographic HR partners, Centers of Excellence, and business stakeholders to align and execute global people strategies.
Use business, workforce, and talent data to identify trends, anticipate needs, and connect people priorities to business strategy across supported organizations.
Help senior leaders navigate organizational dynamics, evaluate operating model implications, and make talent decisions that improve team effectiveness and business performance.
Lead or support organizational design and change management efforts that enable growth, simplify ways of working, and improve leader and team effectiveness.
Lead core talent management processes, including succession planning, performance management, engagement, leadership development, and workforce planning, in partnership with internal and external COEs.
Identify opportunities to simplify processes, introduce new tools or approaches, and accelerate talent and organizational outcomes with agility.
Drive engagement initiatives that promote a positive, inclusive, and high-performing workplace culture.
Communicate with clarity and credibility; coach leaders and teams to elevate collaboration, shared goals, and organizational effectiveness.
Partner appropriately with Geographic HR and Employee Relations resources on complex employee matters, ensuring alignment with policy, compliance expectations, and business needs.