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.