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.