Strategic HRBP, Corporate Functions

Envista Holdings Corporation•Brea, CA

7d•$135,400 - $165,500•Onsite

About The Position

The Strategic HR Business Partner (HRBP) serves as a trusted advisor to senior leaders within Corporate Functions of Envista and other enterprise support organizations. This role partners with business leaders to develop and execute people strategies that drive organizational effectiveness, talent outcomes, employee engagement, leadership capability, workforce planning, and business performance. The future incumbent acts as a strategic consultant, leveraging data-driven insights to align talent initiatives with enterprise objectives while fostering a high-performance, inclusive, and values-based culture.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field.
8+ years of progressive HR experience, including significant HR business partnering experience.
Experience supporting senior leaders and corporate functional organizations.
Strong business acumen and ability to align HR strategies with business objectives.
Demonstrated success in organizational design, talent management, and change leadership.
Strong analytical and problem-solving capabilities.
Excellent consulting, influencing, coaching, and stakeholder management skills.
Knowledge of employment law and HR best practices.
Must reside within a commutable distance to Brea, CA. This is not a hybrid or remote opportunity.

Nice To Haves

Master's degree in Human Resources, Organizational Development, or MBA.
SHRM-SCP, SPHR, or equivalent certification.
Experience in complex, global, matrixed organizations.
Experience supporting executive-level leadership teams.

Responsibilities

Partner with executive and functional leaders to understand business priorities and translate them into people strategies.
Serve as a trusted advisor on organizational design, workforce planning, talent management, succession planning, and change management.
Drive organizational effectiveness initiatives that enable business growth, productivity, and operational excellence.
Provide strategic counsel regarding leadership team effectiveness and culture transformation.
Lead talent review and succession planning processes across corporate functions.
Identify critical talent gaps and develop strategies to build leadership pipelines.
Coach leaders on performance management, talent assessment, and career development.
Partner with Talent Management and Learning teams to implement development solutions aligned with business needs.
Support organizational restructuring, operating model design, and team effectiveness initiatives.
Lead change management efforts associated with organizational transformations, mergers, acquisitions, technology implementations, and process improvements.
Assess organizational health and recommend actions to improve engagement and performance.
Utilize workforce metrics and people analytics to identify trends, risks, and opportunities.
Partner with leadership to forecast workforce needs, capability requirements, and talent investments.
Develop and monitor key HR metrics, including retention, engagement, diversity, productivity, and organizational health.
Provide guidance on complex employee relations matters while ensuring compliance with company policies and employment laws.
Partner with Legal and Compliance teams on sensitive investigations and risk mitigation.
Drive a culture of accountability through effective performance management practices.
Coach leaders on difficult conversations, conflict resolution, and employee engagement.
Champion initiatives that strengthen employee experience, engagement, inclusion, and belonging.
Partner with leadership to reinforce company values and desired leadership behaviors.
Support employee listening strategies and action planning based on engagement survey results.
Drive programs that enhance organizational culture and employee retention.
Partner with Centers of Excellence (Talent Acquisition, Total Rewards, Learning & Development, DEI, HR Operations) to implement enterprise HR programs.
Ensure successful deployment of compensation, performance, talent, and leadership initiatives.
Influence enterprise workforce and talent strategies through active participation in HR leadership discussions.