Director, HRBP

Position Summary This position is responsible for executing the talent strategy, providing a consistent experience to the GM, directors, managers and employees and executing the engagement strategy for the market. The HR Business Partner provides HR partnership to leaders focusing on the work environment, employee relations, engagement and business processes by executing the HR strategy. The HR Business Partner performs needs analyses to identify gaps in areas of engagement, compensation, talent, recruiting and change management and partners with Senior HR Leaders and centers of excellence to deliver solutions to meet the needs of their assigned location. They possess a broad understanding of HR and work with business clients, across plant and office settings, and/or HR partners in areas such as employee relations, organizational design, compensation, and performance management. Strategic Leadership Provide hands‑on strategic and operational HR leadership for the site, fostering a high‑performance culture amid aggressive growth. Leverage analytical expertise, problem solving‑ and change management skills to align HR strategies with business objectives, turning potential challenges into opportunities for improvement. Maintain a strong onsite presence, including front line engagement, to build trust and influence across all levels. Key Responsibilities Human Resources Expertise Serve as trusted subject‑matter expert to site GM, directors, managers and employees. Implement change based on proven change management techniques. Apply policies and procedures across the organization; interpret both policies and changes to policy. Apply compliance knowledge to protect organization and mitigate risk. Seek ways to proactively improve organizational processes and outcomes; implement solutions that are aligned and consistent with organizational HR best practice. Identify and report trends to Senior Leaders. Relationship Management Build trusted relationships with all employees across different levels of the organization. Facilitate difficult interactions among organizational stakeholders to achieve optimal outcomes; resolve escalated conflicts among stakeholders. Build consensus and settle disputes on HR policy and practice decisions. Business Acumen Execute HR strategies to support and drive key business results; provide guidance on HR matters, partnering with centers of excellence to develop needed solutions. Maintain broad‑based knowledge of the organization and its operations; use knowledge of business and HR metrics to facilitate business decisions. Demonstrate working knowledge of the labor market and its relation to organizational success. Consultation Partner with managers, directors and HR to proactively implement business solutions, utilizing HR expertise and perspective; support managers on HR projects. Coach managers and directors on HR and business‑related issues. Align solutions with HR and Business strategy and advocate and drive for solution implementation. Leadership Execute programs, policies, and procedures to drive an engaged and performing organizational culture. Lead, implement and deliver solutions and interventions that address issues of retention, change management, employee engagement, and leadership development, partnering with centers of excellence as appropriate. Lead by example in demonstrating our guiding principles, win as one team, learn by doing, solve problems, unlock growth and own our future. HR Insights Interpret data and make recommendations; ask critical questions needed to evaluate data; gather, analyze and present data to managers and recommend solutions that support the culture and the defined HR strategy. Analyze root causes of work environment issues; manage interventions and solutions in collaboration and cooperation with key stakeholders. Required Qualifications Minimum 8 years of HR experience, preferably in manufacturing or operations, with demonstrated success in scaling environments. Proven change leadership, project execution, influencing skills, and adaptability to complex, fast‑paced settings. Previous experience in a high growth environment preferred. Strong proficiency in data analytics, workforce planning, talent management, and HR systems such as Oracle HCM. Business acumen, results‑oriented mindset, and ability to manage multiple high‑priority initiatives. Profile for Success Ideal candidates are energized and thrive on high‑stakes challenges, excel in uncertain conditions, and execute with precision to enable business transformation. Benefits Bonus or Equity: This position is also eligible for bonus and equity as part of the total compensation package. Pay Range: The salary range for this position (in local currency) is 156800.00‑291200.00. Export Control: The essential duties of this position require adherence to U.S. Government export control regulations. Candidates must either be U.S. Persons (i.e., U.S. citizens, U.S. lawful permanent residents, or protected individuals as defined by 8 U.S.C. 1324b(a)(3)) or be prepared to collaborate with the company in securing the necessary U.S. government export authorizations. Ongoing employment is dependent upon obtaining the appropriate government export authorizations. Equal Opportunity Employer Ralliant Corporation and all Ralliant Companies are proud to be equal opportunity employers. We value and encourage diversity and solicit applications from all qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity or expression, or other characteristics protected by law. Ralliant and all Ralliant Companies are also committed to providing reasonable accommodations for applicants with disabilities. Individuals who need a reasonable accommodation because of a disability for any part of the employment application process, please contact us at View email address on click.appcast.io. #J-18808-Ljbffr Ralliant