Senior HR Business Partner

Division Information
Spectrum Brands' Home & Personal Care (HPC) Appliances business participates on a global basis in small electric appliances, shave/groom appliances and beauty appliances. Our well- known brands include George Foreman®, Black+Decker®, Farberware®, Breadman®, Juiceman®, Russell Hobbs® and Remington®. Our products appeal to consumer trends for healthy eating, stay-at-home cooking, creating today's new hair style and much more. We distinguish our product offerings from the competition by employing forward thinking, innovative technologies matched with a strong understanding of consumer needs to bring to market high quality, superior products that delight the end user.

Job Summary
Join Spectrum Brands (NYSE: SPB) , a multi-billion dollar global Consumer Packaged Goods (CPG) powerhouse with a portfolio of powerful, globally recognized brands as a Human Resource Manager (HRBP)!


This role will serves as a strategic advisor to the North America (NA) Home and Personal Care (HPC) Sales leadership, partnering closely with senior sales executives, regional/ global leaders, and commercial enablement teams. This role is accountable for supporting HR strategies that accelerate sales performance, leadership effectiveness, workforce scalability, and commercial transformation across a large, complex sales organization.


The HRBP will translate business strategy into people solutions across talent, organization design, performance management, engagement, and change management-ensuring the sales organization is positioned to deliver sustained growth and competitive advantage.

Primary Duties & Responsibilities
Strategic Business Partnership

• Act as a trusted advisor to HPC NA Sales leaders and NA based global leaders providing counsel on workforce planning, leadership effectiveness, organization health, and commercial talent strategy.
• Align HR initiatives with sales priorities, including revenue growth, channel strategy, gotomarket models, and customer segmentation.
• Interpret business performance trends and proactively recommend people strategies to address capability gaps, productivity, and engagement.

Talent & Workforce Strategy

• Partner with Talent Acquisition to design and execute sales-specific recruiting strategies (field sales, account management, sales leadership, commercial support).
• Lead workforce planning efforts aligned to commercial growth, territory design, and coverage models.
• Support succession planning for key sales leadership roles and critical commercial positions.

Organization Design & Effectiveness

• Partner with Commercial HR leadership and Sales leaders to assess operating models and design scalable, effective sales structures.
• Support territory optimization, reporting line changes, and role clarity to drive sales effectiveness and accountability.
• Provide HR guidance during reorganizations, integrations, and commercial transformations.

Sales Performance & Capability

• Coach leaders on performance management practices, including goal setting, incentive alignment, performance improvement, and differentiation of talent.
• Partner with Learning & Development to support sales capability frameworks, leadership development, and coaching effectiveness.
• Support identification and development of high-potential sales talent and future sales leaders.

Employee Relations & Compliance

• Advise sales leaders on employee relations matters, investigations, corrective actions, and performance issues, ensuring consistency and compliance with employment laws.
• Navigate complex ER situations involving field-based employees with sound judgment and commercial pragmatism.
• Ensure policies and practices are applied consistently while balancing business needs and risk mitigation.

Change Management & Communications

• Lead change management efforts for commercial initiatives including compensation changes, new incentive plans, structural changes, and sales enablement transformations.
• Partner with leadership to assess change impact, readiness, and stakeholder engagement.
• Support development and delivery of clear, compelling communications to field and sales leadership audiences.

Process Improvement & HR Enablement

• Identify opportunities to streamline HR processes impacting sales teams (onboarding, transfers, role changes, performance cycles).
• Partner with HR COEs to deploy scalable, sales-relevant people solutions.
• Leverage HRIS and analytics (e.g., Workday, Dayforce) to inform decisions and monitor commercial people metrics.

Education and Experience Profile

• Bachelor's degree required (Human Resources, Business, or related field preferred).
• 7+ years of progressive HR experience, with significant experience supporting commercial or sales organizations.
• Demonstrated success partnering with senior leaders in large, matrixed environments.
• Experience supporting field-based or geographically dispersed sales teams strongly preferred.
• Experience in manufacturing or plant environments is valued; however, this role requires demonstrated experience partnering beyond plant operations into corporate or functional leadership teams.
• Role not eligible for sponsorship.

Required Skills

• Strong commercial acumen and understanding of sales organizations, incentives, and performance drivers.
• Deep knowledge of employment laws and ER best practices.
• Proven ability to influence, coach, and challenge senior leaders.
• Exceptional communication, presentation, and stakeholder management skills.
• Experience leading change and transformation in fast-paced environments.
• Ability to balance strategic thinking with hands-on execution.
• Advanced proficiency with Microsoft Office and HRIS platforms.
• High integrity, sound judgment, and ability to manage sensitive information with discretion.

Work Environment

• This is a hybrid role based in Middleton, Wi, requiring on-site work Tuesday through Thursday, with remote work on Mondays and Fridays.
• Combination of office, field, and virtual work environments.
• Periodic travel required to support sales leadership and regional teams. Travel is less than 10%.

The above information on this description has been designed to indicate the general nature and level of work performed by employees within this job/classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.


Spectrum Brands is an Equal Employment Opportunity/Affirmative Action employer.


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