HR Business Partner

About Stellix The Stellix Group of companies share a common mission of providing transformative solutions at the intersection of science and technology that enable our customers to deliver a healthier and more sustainable future. Our unique portfolio of companies is focused on helping life sciences and industry manufacturers build, connect, and transform operations and IT to make real progress in breakthrough therapeutics, food, energy, and more. Role Summary The HR Business Partner for NECI is a hands-on, strategic leader who partners directly with the Business Unit GM to set People and Organizational direction while actively rolling up their sleeves to drive the day-to-day operational work of a thriving business. We realize that our employees are our most important asset in producing the desired outcomes for our customers, so ensuring that we are attracting, retaining, and developing talent is paramount to our success. This role requires someone who can shape long-term workforce strategy in the morning and resolve frontline employee issues in the afternoon—seeing both as equally critical. The ability to fluidly pivot between high-level strategy and execution will be the primary driver of your success. You will work cross-functionally with leaders, sites, and HR Centers of Excellence to design and implement HR programs, personally solve day-to-day employee issues, and support evolving business needs. You will use data and business context to guide decisions, strengthen manager effectiveness, and directly improve team performance, engagement, and retention. Duties and Responsibilities Strategic Business Partnership Provide day-to-day senior-level HR business partner support for the NECI (Emerson Impact Partner focused) business unit, with exempt and non-exempt employees in multiple locations: NY (Clifton Park, Rochester, and Buffalo), ME (Bangor), and MA (Foxborough and Auburn). Build strong relationships with business leaders and serve as a trusted advisor on organizational, talent, and workforce matters—both in the boardroom and on the shop floor. Attend leadership and management team meetings, conduct regular 1:1s with leaders in designated business unit(s), and spend meaningful time on-site with employees and managers to stay close to the work. Provide practical guidance on organizational design, workforce planning, succession planning, talent movement, team effectiveness, and business changes—and personally drive execution of those plans. Maintain a strong understanding of business goals, structure, culture, financial priorities, and talent needs to shape practical HR solutions. Leadership Coaching and Talent Strategy Coach leaders and managers in real time and through structured development on performance, employee relations, accountability, team dynamics, and development planning. Facilitate and directly run talent reviews, succession planning, development planning, and career discussions for assigned business areas. Partner with leaders to strengthen manager capability, address leadership gaps, and build high-performing teams—including hands-on coaching of new and frontline managers. Employee Relations and Risk Management Personally lead employee relations matters with sound judgment, consistency, and a balanced approach to business and employee needs. Provide direct guidance to line managers on coaching, counseling, corrective action, disciplinary actions, investigations, policy interpretation, and workplace concerns—and conduct investigations and difficult conversations yourself when warranted. Ensure compliance with company policies and employment laws and partner with internal stakeholders and external counsel on sensitive or high-risk matters as needed. HR Program and Operational Leadership Own end-to-end execution of key HR programs and annual processes, including performance management, compensation planning, talent planning, learning initiatives, and organizational changes—from strategy through rollout, communication, and follow-through. Partner with HR Centers of Excellence and business leaders to implement HR programs and personally drive adoption across the business. Roll up your sleeves to support site-level HR operations, including required federal and state workplace postings, employee onboarding coordination, workspace planning for new hires and role changes, and local engagement activities. Identify process improvement opportunities and build and standardize effective HR practices across teams and locations. Support, design, and implement HR initiatives in collaboration with the Director, Human Resources, HR Centers of Excellence, and business leaders. Participate in and lead special projects and talent-related initiatives as assigned. Organizational Effectiveness and Analytics Pull, review, and interpret workforce data and trends to identify issues and opportunities. Provide leaders with metrics, reports, and practical recommendations to support decisions and track progress—and translate insights into specific actions you help execute. Use data to build and drive action plans related to retention, engagement, performance, and organizational capability. Leadership and Influence Serve as a senior HR presence within the business and influence decisions through strong partnership, credibility, and visible day-to-day involvement. Lead cross-functional work and help drive consistency across the broader HRBP team. Contribute to broader HR strategy and serve as a thought partner to the Director, Human Resources—while modeling the hands-on, business-embedded approach we expect across the HRBP team. Qualifications Bachelor's degree in Human Resources, Business, or related field required. 8+ years of progressive HR experience, including significant experience in an HR Business Partner role supporting both strategic priorities and direct operational execution. Strong working knowledge of employee relations, talent management, performance management, organizational design, workforce planning, compensation, and learning and development. Demonstrated success operating as both a strategic advisor to senior leaders and as a hands-on practitioner who personally drives HR programs, employee issues, and organizational change in a fast-paced, multi-site environment. Strong business acumen, judgment, problem-solving skills, and the ability to translate data into practical recommendations and execute on them. Excellent communication, facilitation, and relationship-building skills. Ability to influence without direct authority and build effective working relationships at all levels of the organization—from executive leadership to frontline employees. Ability to interpret and apply employment laws, regulations, guidelines, and internal policies. Willingness to travel to NECI sites across NY, ME, and MA as needed to stay close to the business and its people. PHR/SPHR or SHRM-CP/SHRM-SCP preferred. What You Will Get Competitive Medical, Dental & Vision Insurance Flexible Spending or Health Savings Accounts Unlimited Vacation Time 10 Paid Holidays 12 Paid Weeks Maternity Leave Retirement Savings: 401(k) and Employee Stock Ownership Plan Pet Insurance Employee Referral Bonus Tuition Reimbursement Company Paid STD, LTD, and Life Insurance The expected base salary range for this role is $100,000 to $150,000 annually. In addition to base salary, this position is eligible for participation in a variable compensation plan. This position is full-time on-site for the first three months. After that, the role requires four days per week on-site, with one remote day per week. Approximately 20% travel is required to sites in Rochester, NY; Buffalo, NY; Auburn, MA; Foxboro, MA; and Bangor, ME. Must be currently authorized to work in the United States. Please note: Stellix is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation, national origin, disability, protected veteran status or any other characteristic protected by law. #J-18808-Ljbffr