Senior HR Business Partner

Hybrid role in Middleton, WI office

Job Title

Senior HR Business Partner

Job #

US20070

Requisition Type

Regular

Function

Human Resources

State/Province

Wisconsin

City

Middleton

Region

US

Posting Start Date

Jun-11-2026

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, go‑to‑market 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
• Demonstrated success partnering with senior leaders in complex matrixed environments.
• Experience supporting field-based or geographically dispersed sales teams strongly preferred.
• 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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