HR Regional Partner III

For more than 80 years, our client’s engineers and product specialists have partnered with customers to produce highly engineered connectivity and sensing solutions that make a connected world possible. Their focus on reliability, durability, and sustainability exemplifies their commitment to progress. The unmatched range of their product portfolio enables companies, large and small, to turn ideas into technology that can transform how the world works and lives tomorrow.

Responsibilities:

Business Partnership & Leadership

• Act as the primary HR business partner to the Plant Manager and site leadership team.
• Support Site Complexity Assessment and implementation of the operating model, ensuring workforce structure, leadership layers, and HR practices align to site complexity.
• Participate as a full member of the plant leadership team, with regular site presence and engagement in the manufacturing environment.
• Translate BU and site strategy into clear workforce, talent, and culture priorities.

Workforce & Talent Strategy

• Develop and execute a site‑specific workforce plan aligned to AD&M business cycles, growth plans, and skill requirements.
• Embed career paths and competency frameworks into talent planning, development, and succession discussions.
• Partner with regional HR and COEs on talent planning, succession, performance management, and compensation cycles.
• Coach leaders on performance, engagement, retention, and leadership effectiveness.

Employee Relations & Culture

• Experience interpreting and operating within the constraints of a Collective Bargaining Agreement.
• Lead positive employee relations through proactive coaching, issue resolution, and culture reinforcement.
• Drive action planning from Every Voice Counts engagement results and hold leaders accountable for outcomes.
• Serve as a visible champion of safety, inclusion, accountability.

Operational Excellence & Change

• Lead and support change management tied to organizational alignment, business growth, and operational transformation.
• Identify HR process improvement opportunities and partner with the regional team to drive standardization and scalability using (lean operating model).
• Ensure disciplined execution of HR programs, policies, and compliance requirements.

Regional & Enterprise Integration

• Operate within the HR Regional Partner model, aligning local actions to regional standards.
• Leverage HR Service Centers and COEs for delivery while maintaining local ownership and accountability.
• Collaborate across sites and BUs to share best practices and improve HR capability at scale.

Requirements: 

What a Strong Candidate Looks Like

Experience & Capability

• Bachelor’s degree required, HR or related field preferred.
• 7+ years of progressive HR experience, with demonstrated success as an HRBP or HR Generalist in a manufacturing or operational environment within a unionized environment
• Proven ability to influence and partner with leaders in a matrixed organization.
• Strong balance of strategic thinking and hands‑on execution.
• Must have experience working within a Union environment.

Leadership & Style

• Credible coach and advisor who earns trust through presence, judgment, and follow‑through.
•  Experience collaborating with union representatives, often requiring strong negotiation and conflict resolution.
• Comfortably operating in ambiguity while driving structure, discipline, and results.
• Data‑informed, process‑oriented, and biased toward action.
• High emotional intelligence with the ability to challenge leaders constructively.

Operating Expectations

• On‑site role with regular plant‑floor engagement.
• Travel within regions up to ~10%.
• Commitment to safety, compliance, and ethical leadership.