HR Business Partner - Manufacturing & Factory People Strategy

People & Organization (HR) Business Partner – Manufacturing Job ID 507135 Posted since 19-May-2026 Organization People & Organization Field of work People & Organization Company Experienced Professional Job type Full-time Office/Site only Employment type Permanent Location(s) Athens - Georgia - United States of America Lawrenceville - Georgia - United States of America Pendergrass - Georgia - United States of America Sugar Hill - Georgia - United States of America Suwanee - Georgia - United States of America Here at Siemens, we take pride in enabling sustainable progress through technology. We do this through empowering customers by combining the real and digital worlds — improving how we live, work, and move today and for the next generation. We know that the only way a business thrives is if our people are thriving. That’s why we always put our people first. Our global, diverse team will support you and challenge you to grow in new ways. Transform the everyday with us! We’re growing and adding an additional People & Organization (HR) Business Partner to our Electrical Products team! In this role, you will join an established People & Organization team focused on partnering with our shop floor operations and frontline leaders. In close collaboration with your fellow onsite People & Organization Business Partner, you will help drive a strong, aligned people strategy that supports our manufacturing operations, contributes to major growth initiatives, and enhances employee experience. It’s an exciting time to shape the future with us — for our customers, our people, and our ecosystems. Join us as a People & Organization (P&O) – HR Business Partner and become a trusted advisor, driving organizational and leadership effectiveness. This role is uniquely positioned at the intersection of strategic HR leadership and large‑scale project execution, supporting a complex, multi‑phase factory setup. You will serve as a trusted advisor to plant leadership while also acting as a project leader for key people‑related workstreams, ensuring that workforce, culture, and organizational capabilities are successfully established ahead of and during production ramp‑up. You’ll make an impact by: Creating and leading strategic people priorities – e.g., leadership development, people experience, early career programs, upskilling & enablement – directly derived from the business strategy to ensure alignment and organizational success. Leading People Strategy for the new Factory – Design and execute a comprehensive people strategy aligned with the factory build, startup timeline, and production ramp‑up, translate business milestones into HR deliverables (workforce plan, org design, leadership capability, culture). Partnering with business leaders on data‑driven insights – generating actionable people analytics to inform strategic decisions and align workforce plans with forward‑looking performance metrics (revenue, profit, growth, etc.). Facilitating critical conversations & change – leading discussions with leaders and teams to tackle complex challenges, improve team effectiveness, and guide the organization through change initiatives while aligning workforce strategies with global and emerging trends. Integrating across the P&O ecosystem – fostering strong relationships and seamless collaboration with internal partners (EHS, Talent Acquisition, Talent & Organization, Compensation & Benefits, Governance & Compliance, broader P&O community, etc.), ensuring alignment and driving impactful outcomes for the business. Balancing daily HR support with strategic partnership – working closely with People Relations (employee relations) and the P&O Governance team to support core HR operational activities for the plant (e.g., investigations, compliance, policy guidance, labor/union matters) in a timely, effective manner, while also advancing longer‑term people initiatives. Challenging the status quo – consistently asking “What if?” and “Why not?” to encourage innovation in people practices and drive continuous improvement in how we support our manufacturing teams. Basic Qualifications: A bachelor’s degree is required. 8‑10 years of consultative problem‑solving, organizational change, risk management, facilitation, and stakeholder management at the leadership levels of the organization. 8‑10 years of HR experience with knowledge of various HR fields, including talent acquisition, employee relations, performance management, and management consultation. 8‑10 years of experience working in a matrixed environment and successfully managing multiple stakeholders. Proficiency with data and analytics tools (PowerBI, Excel, Workday, AI‑enabled tools). 8‑10 years of experience supporting large scale business initiatives. Ability and willingness to travel, estimated at 10‑15% for this position. Applicants must be authorized to work in the US without the need of company sponsorship now or in the future. Preferred Qualifications: Strong experience and knowledge, drawing business-relevant insights from data (leading with people data). Formal project management certification (PMP, Agile, or equivalent) or change management certification. Excellent organizational and interpersonal skills. The pay range for this position is $91,463-$156,794, and the annual incentive target is 10% of the base salary. The actual wage offered may be lower or higher depending on budget and candidate experience, knowledge, skills, qualifications, and premium geographic location. You’ll Benefit From Siemens offers a variety of health and wellness benefits to our employees. Details regarding our benefits can be found here: The pay range for this position is $91,463 - $156,794 annually with a target incentive of 10% of the base salary. The actual wage offered may be lower or higher depending on budget and candidate experience, knowledge, skills, qualifications, and premium geographic location. Equal Employment Opportunity Statement Siemens is an Equal Opportunity Employer encouraging inclusion in the workplace. All qualified applicants will receive consideration for employment without regard to their race, color, creed, religion, national origin, citizenship status, ancestry, sex, age, physical or mental disability unrelated to ability, marital status, family responsibilities, pregnancy, genetic information, sexual orientation, gender expression, gender identity, transgender, sex stereotyping, order of protection status, protected veteran or military status, or an unfavorable discharge from military service, and other categories protected by federal, state or local law. #J-18808-Ljbffr