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.