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.