Human Resources Business Partner

Key Accountabilities
Strategic Business Partnership
Serve as a strategic advisor, contributing to business planning, organizational priorities, and key people decisions
Translate business strategy into a clear people and organizational capability agenda
Provide thoughtful challenge, coaching, and data-driven insights to strengthen leadership decisions and organizational performance
Organization and Workforce Strategy
Shape organizational structures, role clarity, governance, and operating models to support business growth and effectiveness
Partner with leadership on organizational transformation, restructuring, integration, and change-management initiatives
Identify organizational risks and capability gaps and develop practical, forward-looking solutions
Talent and Succession
Drive talent reviews, succession planning, critical-role identification, and leadership pipeline development
Build differentiated development strategies for high-potential employees, emerging leaders, and critical talent
Strengthen the quality of talent decisions through consistent assessment, calibration, and development planning
Leadership and Culture
Coach and advise leaders on leadership effectiveness, team dynamics, employee engagement, and organizational health
Build leadership and managerial capability, with particular emphasis on accountability, performance, collaboration, and change leadership
Champion Armstrong’s values and support the evolution of a high-performance, inclusive, and employee-focused culture
Performance and Organizational Effectiveness
Strengthen the effectiveness of performance management by improving goal quality, feedback, differentiation, and accountability
Develop and monitor people metrics that provide insight into workforce health, talent risks, productivity, and organizational effectiveness
Ensure enterprise HR programs are adapted and implemented in a manner that supports regional business priorities
Employee Relations and Governance
Provide strategic oversight and guidance on sensitive employee relations matters, balancing business requirements, employee experience, and risk
Ensure alignment with applicable employment legislation, internal policies, and organizational governance standards
Leverage plant HR, employee relations, and industrial relations knowledge to anticipate and manage workforce risks
Key Skills and Qualifications
5+ years of progressive HR experience with strong strategic HRBP expertise.
Bachelor’s degree in HR, Business Administration, or related field required; equivalent experience may substitute.
Proven ability to advise senior leaders and translate business priorities into people and organizational strategies.
Experience supporting salaried and operational/manufacturing populations; manufacturing, industrial, engineering, or related experience preferred.
Expertise in workforce planning, organizational design, talent management, succession, leadership development, and change management.
Experience in growth/evolving organizations and developing scalable HR frameworks and processes.
Strong commercial acumen with ability to connect operational and financial drivers to workforce decisions.
Ability to use people data and insights to diagnose issues, influence decisions, and measure impact.
Strong executive presence, stakeholder management, and ability to challenge and influence senior leaders.
Independent, accountable, adaptable, and pragmatic, with sound judgment and ability to navigate ambiguity while maintaining business focus.

Employment type
Full-Time Permanent

Work arrangement
No