HR Business Partner, Electronics

R10104622 HR Business Partner, Electronics (Open)

 Location:

Houston, TX (HO) - NAM Corporate

 World leader in gases, technologies and services for Industry and Health, Air Liquide is present in 80 countries with approximately 66,000 employees and serves more than 3,6 million customers and patients. Oxygen, nitrogen and hydrogen have been at the core of the company’s activities since its creation in 1902. Air Liquide’s ambition is to be the leader in its industry, delivering long-term performance and acting responsibly.

How will you CONTRIBUTE and GROW?

The Human Resources Business Partner (HRBP) for Electronics NAM is responsible for providing comprehensive HR support to the business. This position acts as a vital link between the business and the HR function, driving organizational effectiveness, performance management, and talent development within a matrixed organization. The HRBP will collaborate with the Director of Human Resources to influence and deliver human resources programs that align with the company’s vision, mission, and strategic objectives.

At Air Liquide, we RESPECT, HONOR and VALUE diversity.

Air Liquide is Hiring for a HR Business Partner, Electronics - Houston, TX.

We are looking for you !

• •Hybrid Schedule: 3 days in office, two days from home.
• •Comprehensive Family Benefits: Air Liquide offers a full benefits package designed to support your whole life, including Medical, Dental, Vision, Life, AD&D, and Disability Insurance.
• •Support for Parents: We offer up to 14-week paid child birth benefits to support growing families.
• •Future Security: 401(k) Retirement Plan with company match, Tuition Assistance, Paid Holidays, Vacation, and Sick time.
• •Early Access: Your benefits start after just 30 days of employment

Key Responsibilities & Accountabilities

Strategic Leadership & Organizational Effectiveness

• •Strategic Initiatives: Support HR strategic initiatives aligned to business objectives and organizational goals.
• •Change Management: Support change management strategies to support the implementation of new programs and organizational transformations.
• •Business Partnership: Effectively partner with the business to plan for and meet business goals, demonstrating a deep understanding of how client groups operate.
• •Process Improvement: Proactively identify potential issues and implement suggestions for process improvements and effective communications.

Talent Management & Employee Development

• •Performance Management: Partner with management to establish high standards of accountability and drive the performance management process.
• •Employee Development: Promote employee growth by building strong relationships, providing coaching/feedback, and creating personal development plans.
• •Career Discussions: Conduct career discussions to understand employee aspirations and potential.
• •Talent Management: Support talent processes, including talent reviews, succession planning and development plans for employees.

Operational HR & Compliance

• •Talent Acquisition: Align recruitment activities, in partnership with the Talent Acquisition team, with workforce planning objectives.
• •Employee Relations: Conduct investigations into HR-related issues, bringing fair and timely conclusions while providing guidance on the discipline process.
• •Legal Compliance: Ensure adherence to federal, state, and local employment laws (including AAP/Veterans plans) to mitigate company risk.
• •Compensation & Benefits: Manage compensation matters, in coordination with the Total Rewards team, and conduct exit interviews to analyze retention trends.

Collaboration & Representation

• •Centers of Excellence (COE): Collaborate with HR COEs to apply sufficient resources and design enterprise-wide programs.
• •Visibility: Regularly visit field and manufacturing locations to maintain high visibility and approachability for all employees.
• •Stakeholder Management: Establish a reputation for credibility and integrity, acting as a trusted resource for both leadership and employees.

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Are you a MATCH?

Required Qualifications:

• •Education: Bachelor’s degree
• •Experience: 5+ years of successful, results-oriented work experience
• •Functional Expertise: knowledge of employment laws, compensation philosophies, and HR operating mechanisms.
• •Skills:
• •Demonstrated ability to influence business leaders and manage complex change initiatives.
• •Excellent verbal/written communication, facilitation, and presentation skills.
• •Strong analytical skills with experience using data and trends for decision-making.
• •Travel: Ability to travel domestically 25–30% to plant and production facilities.

Preferred Qualifications:

• •Demonstrated employee relations experience with a proven track record of resolving complex workplace issues and driving measurable improvements in workplace culture and retention (strongly preferred).
• •Certification: HR Certification such as PHR or SHRM-CP.
• •Software Proficiency: Experience with Workday, Google Platform (Gmail, Sheets, Slides), and advanced proficiency in data analysis.
• •Field Experience: Prior HR experience within a manufacturing or field operations environment.

Our Differences make our Performance

At Air Liquide, we are committed to build a diverse and inclusive workplace that embraces the diversity of our employees, our customers, patients, community stakeholders and cultures across the world.

We welcome and consider applications from all qualified applicants, regardless of their background. We strongly believe a diverse organization opens up opportunities for people to express their talent, both individually and collectively and it helps foster our ability to innovate by living our fundamentals, acting for our success and creating an engaging environment in a changing world.