Hr Business Partner Jobs

About The Position

Requirements

• Bachelor's degree in human resources, business, organizational development or a related field.
• 7 to 10+ years of progressive HR business partner experience supporting senior business, sales or commercial leaders.
• Proven experience shaping organization design, talent strategy, succession, leadership development and complex change.
• Track record of influencing Vice Presidents and senior leaders across a matrix without relying on formal authority.
• Experience supporting sales incentive design, implementation or governance in partnership with Compensation and Finance.
• Strong business and financial acumen, with the ability to connect people and organization choices to commercial value.
• Strong facilitation, consulting, communication and stakeholder management skills.
• Ability to maintain regular in-person presence in Toledo and travel based on business needs.
• Enterprise and systems thinking, connecting business strategy, organization, talent, incentives, technology and operating models while balancing enterprise consistency with business flexibility.
• Executive influence and judgment, including building credibility through insight, constructive challenge, sound recommendations and follow-through when information is incomplete.
• Commercial acumen, including understanding customer, sales, pricing and financial drivers and using them to shape people and organization choices.
• Ability to create alignment and deliver results through leaders, HR partners and functions that do not report directly to the role.
• Organization and operating model design skills, including clarifying ownership, decision rights, governance, interfaces and routines.
• Talent and capability-building skills to convert future business needs into stronger pipelines, leadership readiness and capabilities that improve performance.
• Change leadership and adoption skills, including building sponsorship, anticipating resistance and embedding expectations through capability, reinforcement and measures.
• Execution and accountability skills to turn direction into focused outcomes, align stakeholders, measure progress and adjust course when results are not achieved.

Nice To Haves

• MBA or advanced degree.
• Experience supporting large-scale sales, pricing or customer-facing organizations.
• Experience building or scaling enterprise capabilities across multiple businesses.
• Experience supporting an emerging organization or evolving operating model through ambiguity and significant change.
• Experience enabling adoption of sales processes, CRM or other commercial systems.

Responsibilities

• Create clear enterprise and business roles, decision rights, interfaces and accountabilities to reduce duplication and accelerate decisions.
• Shape organization design and workforce plans to reflect the evolving commercial strategy, customer needs and growth priorities.
• Enable leaders to operate with shared expectations, effective operating models and clear measures of progress and performance.
• Build enterprise sales and commercial talent pipelines, succession plans, talent readiness and internal mobility.
• Advise and coach leaders to improve team effectiveness, performance differentiation and talent development.
• Provide high-potential commercial talent with experiences that prepare them for broader customer, cross-business and enterprise leadership.
• Translate critical enterprise sales capabilities into expectations for roles, selection, onboarding, development, performance and succession.
• Ensure enterprise sales meetings and leader operating models reinforce strategy, customer execution, learning and accountability.
• Connect capability investments to observable behavior change and meaningful commercial outcomes.
• Design motivating sales incentive programs (SIP) that direct attention and behavior toward enterprise sales and commercial priorities.
• Align Compensation, Finance, business leaders and HR partners on incentive design intent, governance and deployment.
• Reinforce shared customer outcomes and enterprise collaboration through compensation, reward and recognition approaches.
• Enable adoption of tools, routines and behaviors required by the enterprise commercial model, including CRM and other commercial changes.
• Support commercial change through visible sponsorship, role clarity, capability building, reinforcement and accountability.
• Translate enterprise direction into actions and routines that business HR teams and leaders can execute consistently.
• Measure progress through business, talent, adoption and organizational indicators, and adjust when outcomes are not being achieved.
• Serve as the primary HR business partner to the Vice President of Enterprise Sales & Commercial Strategy and the Enterprise Commercial and Pricing leader.
• Own day-to-day HR partnership and people outcomes for the evolving Enterprise Sales & Commercial Strategy organization.
• Own enterprise commercial talent strategy development and partner with the HR Director, Growth & Commercial Strategy, on the broader enterprise commercial operating model, talent strategy and governance.
• Lead through commercial leaders, business HR partners and Centers of Excellence to create enterprise-wide alignment and consistent execution.
• Serve as HR partner for Chair's Club in partnership with the executive sponsor.
• Maintain regular in-person presence in Toledo and travel based on business needs.