Sr. Human Resources Business Partner

Job Description:
The Senior Human Resources Business Partner (HRBP) will serve as a strategic advisor and consultant to senior leaders and management within designated business units. This role will be accountable for aligning business objectives with people strategies to drive organizational performance employee engagement and sustainable growth. Acting as a trusted partner change agent employee champion and subject matter expert the Senior HRBP will bridge business needs and HR solutions to deliver high-impact compliant and data-driven people practices.

Key Responsibilities
Strategic Partnership & Business Alignment
Serve as the primary HR point of contact for assigned business units building trusted relationships with leaders and employees.
Act as a strategic thought partner to senior and global leaders translating business goals into actionable HR and workforce strategies.
Identify current and future HR needs and develop integrated people strategies that support business growth transformation and operational excellence.
Consult with management and leadership teams providing proactive HR guidance and coaching.

Organizational Development & Change Management
Assess organizational effectiveness and design solutions related to structure operating models workforce planning labor planning role clarity and resource allocation.
Lead and support major organizational change initiatives including restructuring culture transformation capability building and M&A integration.
Identify team and leadership development gaps and facilitate interventions to improve collaboration engagement and performance.
Act as a change agent ensuring stakeholder alignment effective communication and successful adoption of change initiatives.

Employee Engagement & Talent Management
Champion the employee value proposition and foster a high-performing inclusive and engaged workplace culture.
Partner with Centers of Excellence (COEs) in Talent Acquisition Workforce Planning Total Rewards Learning & Development Performance Management and HRIS to deliver aligned and effective HR programs.
Support and/or lead talent acquisition and staffing efforts for critical roles within assigned business areas.
Coach leaders and employees on performance management leadership effectiveness team dynamics and career development.

Employee Relations Compliance & Risk Management
Manage and resolve complex employee relations issues conducting thorough objective and compliant investigations.
Maintain in-depth knowledge of employment and labor laws including wage & hour OSHA workers compensation and regulatory compliance.
Partner closely with Legal to mitigate risk and ensure consistent application of policies and practices.
Ensure HR policies and processes are effectively implemented and adhered to across assigned business units.

Communication & Collaboration
Coordinate and implement internal and change communications related to HR and organizational initiatives.
Build strong partnerships across HR COEs and global business units to deliver integrated high-quality HR solutions.

Minimum Qualifications:
Bachelors degree preferably in Human Resources Behavioral Science Business Administration or related field.
5 years of progressive Human Resources experience.
Strong attention to detail with a continuous improvement mindset.
Excellent interpersonal communication and customer service skills.
Proficiency in Microsoft Word Excel PowerPoint and Outlook.
Ability to communicate clearly and effectively verbally and in writing in English.
Strong global and cross-cultural awareness.

Preferred Qualifications:
Advanced degree in HR Organizational Development Labor Relations or related field.
Strong working knowledge of multiple HR disciplines including talent acquisition compensation organizational development employee relations performance management and employment law.
Experience supporting manufacturing or operational environments.
Experience managing complex employee relations issues.
Strategic mindset with the ability to anticipate future trends and develop innovative HR solutions.
Strong understanding of business operations financial metrics and industry trends.
Proven ability to coach and mentor leaders and employees at all levels.
Strong project management and change leadership skills.
Ability to work effectively in a fast-paced dynamic environment.

Travel Expectations:
0-10%

The successful candidate will embrace Vertivs Core Principals & Behaviors to help execute our Strategic Priorities.

OUR CORE PRINCIPALS: Safety Integrity Respect Teamwork Diversity & Inclusion.

OUR STRATEGIC PRIORITIES
Customer Focus
Operational Excellence
High-Performance Culture
Innovation
Financial Strength

OUR BEHAVIORS
Own It
Act With Urgency
Foster a Customer-First Mindset
Think Big and Execute
Lead by Example
Drive Continuous Improvement
Learn and Seek Out Development

Vertiv is an Equal Opportunity/Affirmative Action employer. We promote equal opportunities for all with respect to hiring terms of employment mobility training compensation and occupational health without discrimination as to age race color religion creed sex pregnancy status (including childbirth breastfeeding or related medical conditions) marital status sexual orientation gender identity / expression (including transgender status or sexual stereotypes) genetic information citizenship status national origin protected veteran status political affiliation or disability. If you have a disability and are having difficulty accessing or using this website to apply for a position you can request help by sending an email to If you are interested in applying or learning more about this role please visit the companys career page located on Authorization
No calls or agencies please. Vertiv will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E F-1 H-1 H-2 L B J or TN or who need sponsorship for work authorization now or in the future are not eligible for hire.