Sr. HR Manager, HRBP

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Carrier Global Corporation, global leader in intelligent climate and energy solutions is committed to creating solutions that matter for people and our planet for generations to come. From the beginning, we've led in inventing new technologies and entirely new industries. Today, we continue to lead because we have a world-class, diverse workforce that puts the customer at the center of everything we do.

Job Summary

The Senior HR Manager, HR Business Partner will serve as the strategic HR partner to business leadership team, translating business priorities and growth strategies into integrated organization, talent, leadership, and culture solutions.

This role will lead the development and execution of the people strategy, with a strong focus on organizational effectiveness, strategic workforce planning, leadership capability, talent pipeline, performance, employee engagement, and change management. The role will partner closely with business leaders to build the organization capabilities required to support profitable growth, business transformation, operational excellence, and technology adoption.

The incumbent will be expected to combine strong business acumen with hands-on execution, ensure that people decisions are aligned with both short-term business priorities and the longer-term CST growth strategy.

Key Responsibilities

1. Strategic HR Business Partnership

• •Develop and execute an integrated HR strategy aligned with the business growth plan, operational priorities, and transformation agenda.
• •Build a deep understanding of the CST market, customers, operations, financial drivers, and competitive environment to provide relevant HR solutions.
• •Provide strategic advice and constructive challenge to business leaders on organization, talent, leadership, workforce, and culture matters.
• •Translate business priorities into clear people plans, measurable actions, and sustainable organizational capabilities.

2. Organization Effectiveness and Transformation

• •Lead organizational effectiveness reviews to ensure that structures, roles, capabilities, and ways of working support business priorities.
• •Partner with business leaders to simplify the organization, strengthen accountability, improve cross-functional collaboration, and increase execution speed.
• •Support organizational transformation, business integration, restructuring, and operating model changes as required.
• •Identify organizational capability gaps and develop practical solutions to address them.
• •Act as a change leader by building stakeholder alignment, supporting effective communication, and enabling successful adoption of business and organization changes.

3. Strategic Workforce Planning

• •Lead strategic workforce planning, connecting workforce requirements with the business strategy and long-range plan.
• •Assess future capability and workforce needs, including critical technical, commercial, operational, digital, and leadership capabilities.
• •Partner with leaders to maintain an appropriate balance between business growth, organizational capability, workforce productivity, and labor cost effectiveness.
• •Use workforce data and insights to support fact-based organization and talent decisions.

4. Talent and Succession Management

• •Lead talent reviews and succession planning across the business, with particular attention to business-critical positions and leadership roles.
• •Build sustainable pipelines for general management, commercial, operations, engineering, supply chain, aftermarket, and other critical capabilities.
• •Identify high-potential and emerging talent and create differentiated development, exposure, mobility, and retention plans.
• •Partner with leaders to improve succession readiness and reduce talent risks in critical positions.
• •Facilitate cross-business and cross-regional talent movement where it supports individual development and organizational needs.

5. Leadership and Capability Development

• •Support the refresh and implementation of relevant competency models.
• •Promote effective adoption of technology and data-driven ways of working by ensuring leaders and employees have the required capabilities, mindset, and change support.
• •Evaluate the business impact and effectiveness of learning and development initiatives.

6. Performance and Reward Effectiveness

• •Drive an effective performance management process that connects individual objectives with business outcomes.
• •Work with leaders to establish clear expectations, differentiate performance, strengthen accountability, and address performance gaps promptly.
• •Partner with Total Rewards to support competitive and internally consistent compensation decisions.
• •Promote a high-performance culture in which contribution, capability, behaviors, and business results are appropriately recognized.
• •Support annual compensation planning, promotion reviews, retention actions, and other reward processes.
• •Provide workforce and labor cost insights to support productivity and cost-effectiveness objectives.

7. Talent Acquisition and Retention

• •Partner with business leaders and Talent Acquisition to define future-focused role requirements and deliver critical hiring with speed and quality.
• •Strengthen workforce pipelines for hard-to-fill and business-critical capabilities.
• •Ensure selection decisions consider both immediate role requirements and longer-term leadership potential.
• •Identify retention risks and develop targeted retention strategies for critical talent.
• •Monitor hiring quality, onboarding effectiveness, internal mobility, and early attrition trends.

8. Culture, Engagement, and Inclusion

• •Build a progressive, accountable, collaborative, diverse, and inclusive work environment across the organization.
• •Translate employee engagement insights into focused business and leadership actions.
• •Strengthen recognition, communication, employee listening, and leadership visibility.
• •Partner with leaders to reinforce company values and expected leadership behaviors.
• •Promote an employee experience and value proposition that support attraction, engagement, performance, and retention.
• •Ensure organizational changes are implemented with appropriate attention to employee communication, experience, and engagement.

9. Employee Relations and HR Governance

• •Provide sound HR guidance on employee relations, performance, organizational change, and workforce matters.
• •Partner with HR COE and GPS to ensure people decisions comply with local employment requirements and company policies.
• •Anticipate employee relations risks and support leaders in resolving issues fairly, consistently, and promptly.
• •Maintain appropriate confidentiality, professional judgment, and integrity in handling sensitive business and employee matters.
• •Support a respectful workplace and reinforce appropriate leadership and employee conduct.

processes to improve employee and manager experience.

Qualifications

Education

• •Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related discipline is required.
• •Master’s degree or recognized HR professional qualification is preferred.

Professional Experience

• •Typically 8 or more years of progressive HR experience
• •Demonstrated experience partnering with senior business leaders on organization, talent, workforce, leadership, and transformation priorities.
• •Broad HR capability across organizational design, workforce planning, talent acquisition, succession, leadership development, performance management, total rewards, engagement, employee relations, and change management.
• •Experience working across multiple Asian markets, cultures, and employment environments is preferred.
• •Demonstrated success in supporting business transformation, growth, productivity improvement, capability building, or organizational change.
• •Experience working in a matrixed and global organization is strongly preferred.

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