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About the Role

The Senior HR Business Partner acts as a strategic partner to business leaders, supporting the achievement of business and operational objectives through effective people, talent, and organizational strategies. This role partners with leaders across various departments to translate business priorities into workforce and organizational solutions.

Responsibilities

• Serve as a trusted HR advisor to senior leaders and functional leadership teams.
• Translate business strategy, annual operating priorities, and growth plans into actionable people strategies.
• Partner with leaders to understand business challenges, workforce implications, capability requirements, and organizational risks.
• Challenge and influence leaders on people decisions using data, business context, and sound HR practices.
• Provide proactive advice on organizational health, workforce effectiveness, talent risks, and leadership capability.
• Partner with leaders across both office and manufacturing populations, adapting HR solutions to different workforce environments.
• Lead workforce planning for assigned business units, including current workforce analysis, future capability requirements, succession risks, and hiring needs.
• Partner with leaders on headcount planning and workforce budgets in alignment with business plans.
• Support organizational restructuring, role realignment, reporting-line changes, and organizational redesign.
• Evaluate spans of control, layers, role clarity, decision rights, and organizational effectiveness.
• Conduct or support job analysis, job evaluation, role mapping, and organizational leveling.
• Identify opportunities to improve workforce productivity, eliminate organizational duplication, and build scalable structures.
• Support workforce planning across manufacturing, engineering, product, sales, service, and corporate environments.
• Partner with leaders to identify critical roles, high-potential talent, key contributors, and succession risks.
• Facilitate talent reviews and succession planning for critical leadership, technical, and functional positions.
• Develop actionable succession plans and talent movement strategies.
• Partner with Talent & Development to create development plans for identified successors and high-potential employees.
• Identify critical technical capabilities required to support future growth and product portfolio.
• Support career pathways and internal mobility across the global organization.
• Strengthen talent pipelines for engineering, product management, manufacturing, sales, service, and leadership roles.
• Partner with leaders to drive the performance management process and ensure meaningful goal setting, feedback, calibration, and development discussions.
• Coach managers on effective performance conversations and differentiated performance management.
• Identify organizational performance trends and capability gaps.
• Support managers in developing high-performing teams and addressing sustained underperformance.
• Connect performance outcomes with talent reviews, succession, development, and career planning.
• Promote a culture of continuous feedback, accountability, and performance excellence.
• Identify leadership capability gaps within assigned business units and develop targeted interventions with Talent & Development.
• Support the Leadership Academy, functional academies, and technical capability-building initiatives.
• Partner with Engineering, Product, Manufacturing, Sales, and Service leaders to identify critical technical capabilities and future skills.
• Support development of technical career pathways and knowledge-transfer strategies for critical technical roles.
• Coach leaders and managers on leadership effectiveness, team performance, employee development, and organizational effectiveness.
• Support Graduate Development and early-career talent programs where applicable.
• Provide trusted advice to managers on employee relations, performance concerns, workplace issues, investigations, and policy application.
• Ensure consistent and fair application of HR policies and practices.
• Support leaders in managing complex employee situations while balancing employee experience, business requirements, and organizational risk.
• Partner with HR leadership and Legal on complex or high-risk employee relations matters.
• Identify recurring employee relations trends and recommend preventative actions.
• Partner with Compensation & Benefits on promotions, organizational changes, compensation decisions, and internal equity.
• Provide business context for compensation and talent decisions.
• Support annual merit, incentive, promotion, and talent review processes.
• Identify retention risks associated with critical technical, leadership, or commercial talent.
• Support effective workforce cost management while protecting critical organizational capabilities.
• Partner with HR Operations, HR Technology, and Centres of Excellence to continuously improve HR processes.
• Identify opportunities to simplify, standardize, automate, and digitize HR workflows.
• Support adoption and effective use of HR technology and people processes.
• Provide business feedback on HR systems, processes, and employee/manager experience.
• Contribute to enterprise HR transformation initiatives.

Requirements

• Bachelor's degree in Human Resources, Business, Organizational Psychology, or related discipline.
• 8+ years of progressive HR experience, including significant HRBP experience.
• Experience supporting senior leaders in a complex, multi-functional organization.
• Experience in a manufacturing, industrial, engineering, technology, HVAC, building systems, or other technical environment strongly preferred.
• Demonstrated experience in organizational design, workforce planning, talent management, succession, performance management, and employee relations.
• Experience supporting restructuring, organizational transformation, or significant change initiatives.
• Strong understanding of both corporate/office and manufacturing/shopfloor workforce environments.
• Strong business and financial acumen.
• Ability to work effectively in a global and geographically distributed organization.

Skills

• Organizational design
• Workforce planning
• Talent management
• Succession planning
• Performance management
• Employee relations
• Business acumen
• Financial acumen
• HRBP experience

Location

• Global

Work Type

• Full-time

Experience Level

• 8+ years of progressive HR experience
• Significant HRBP experience

Education Level

• Bachelor's degree in Human Resources, Business, Organizational Psychology, or related discipline.
• CHRL, CHRP, SHRM, or equivalent certification is an asset.

About the Company

• Armstrong Fluid Technology is a leader in fluid-flow technology with eight manufacturing facilities on four continents.
• The company is a community of creative minds driven by a mission to engineer the future and safeguard the planet.
• Armstrong fosters an environment that promotes growth, creativity, and collaboration.
• The company focuses on developing cutting-edge solutions that promote energy efficiency and reduce environmental impact.
• Armstrong is committed to driving innovations that help lower global carbon footprints and create a sustainable future.