Strategic HR Business Partner

Emerson•Austin, TX

About The Position

Emerson is seeking a Strategic Human Resources Business Partner in Austin, Texas, to support senior leaders across its Test & Measurement Global Sales & Marketing organization and Global Business Units. The role partners across a collaborative, matrixed HR team, combining strategic thought partnership with hands-on execution. It embeds HR into business strategy, anticipates people-related risks and opportunities, and translates organizational priorities into measurable talent and business outcomes. The position provides strategic HR guidance, coaching, and data-informed recommendations; supports organizational design and change management; and leads or contributes to core talent processes such as succession planning, performance management, engagement, leadership development, and workforce planning. The HR Business Partner works with functional and geographic HR partners, Centers of Excellence, and business stakeholders to align and deliver global people strategies, while supporting leaders through complex employee matters in coordination with Geographic HR and Employee Relations resources. Emerson describes a workplace focused on collaboration, inclusion, innovation, employee development, and diverse perspectives. The company offers medical insurance plans, dental and vision coverage, an Employee Assistance Program, a 401(k), tuition reimbursement, employee resource groups, recognition, and flexible time-off plans that include paid parental leave, vacation, and holiday leave. Work authorization in the United States is required; sponsorship is not provided.

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 maintaining 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 a related field (preferred).
Master’s degree in Human Resources or a related field.
HR certification such as SHRM-SCP or SPHR.
Experience working in a global organization or supporting leaders across multiple functions, business units, or geographies.
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.
Ability to thrive amid ambiguity and drive clarity and progress.

Responsibilities

Drive HR strategies and initiatives aligned with business, functional, and organizational priorities, and ensure commitments produce measurable outcomes.
Manage responsibilities autonomously, monitor progress, maintain high standards, and adapt approaches as needed.
Partner with senior leaders to provide strategic HR guidance, thought partnership, coaching, and data-informed recommendations.
Build networks across teams, functions, and geographies, sharing information and collaborating to deliver results.
Work 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.
Help senior leaders navigate organizational dynamics, assess 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 Centers of Excellence.
Identify opportunities to simplify processes, introduce tools or approaches, and accelerate talent and organizational outcomes.
Drive engagement initiatives that promote a positive, inclusive, and high-performing workplace culture.
Communicate clearly and credibly, and coach leaders and teams to strengthen collaboration, shared goals, and organizational effectiveness.
Partner with Geographic HR and Employee Relations resources on complex employee matters, aligned with policy, compliance expectations, and business needs.