People & Culture Business Partner

The People & Culture Business Partner (PCBP) aligns business objectives with employees and management across designated business units. The role is grounded in a deep understanding of the business and in trusted credible relationships with leaders and employees partnering across the People & Culture function to deliver value-added services that reflect the strategic objectives of the organization.
The PCBP acts as a trusted advisor to business leaders providing guidance on strategic workforce planning talent management leadership development employee relations performance organizational design and culture while ensuring compliance with people policies and labor laws. The role uses people data analytics and emerging tools to inform decisions and to build sustainable future-ready organizational capability.

Key Responsibilities

Business Acumen & Trusted Relationships

• Develop a deep understanding of the business its strategy customers products commercial drivers operating model and financial performance and use that understanding to shape relevant people solutions.

• Build and maintain trusted credible relationships with business leaders managers and employees becoming a sought-after advisor on people and organizational matters.

• Spend meaningful time in the business: attend leadership and team meetings visit sites where appropriate and stay close to the day-to-day realities of the workforce.

• Anticipate business needs by proactively identifying people-related risks opportunities and trends and bringing forward insights and recommendations.

• Challenge constructively ask the right questions and influence with empathy candor and confidentiality to earn long-term trust at every level.

Strategic Partnership & Workforce Planning

• Partner with business leaders to understand organizational goals and translate them into aligned people strategies.

• Work closely with management and employees to improve work relationships build morale and increase productivity retention and engagement.

• Advise on workforce planning succession planning and skills-based talent development that anticipates future capability needs.

• Support organizational design role clarity and team effectiveness across both technical and commercial populations.

• Provide insights from people analytics and predictive workforce data to inform business decisions.

Leadership Coaching & Development

• Coach leaders on performance management leadership effectiveness team development and inclusive leadership behaviors.

• Support leadership capability development aligned with INFICONs leadership expectations and strengthen management maturity across the organization.

• Equip managers to lead effectively across hybrid distributed and cross-cultural teams.

• Identify training needs at the business-unit level and individual executive coaching needs; participate in evaluation and monitoring of training programs and follow up to ensure objectives are met.

Change Management & Organizational Effectiveness

• Act as a change partner for business leadership supporting transformation initiatives communications and leadership alignment during change.

• Build change capability in leaders as an ongoing competency not a one-time project skill.

• Help leaders navigate organizational complexity and strengthen alignment between functions and regions.

• Support team structures accountability and collaboration to improve organizational performance.

Talent & Performance Management

• Drive performance management processes including goal setting feedback performance reviews and calibration.

• Lead talent reviews and succession discussions; identify key talent and define development actions.

• Coach managers on effective feedback employee development and engagement strategies.

• Support leadership development mentoring programs and internal mobility based on skills and potential.

Employee Relations & Compliance

• Serve as the primary point of contact for complex employee relations matters; conduct investigations and provide guidance on disciplinary actions.

• Ensure consistent and fair policy application; monitor trends and escalate risks to senior People & Culture leadership.

• Ensure people policies and practices comply with applicable employment laws and internal standards (including local and regional employment frameworks where relevant).

• Develop terms for new hires promotions and transfers; assist with global mobility and expatriate assignments.

Compensation & Rewards

• Provide guidance to managers on compensation promotions and market competitiveness.

• Support recognition and reward programs that retain and motivate talent.

• Partner with People Operations on data and analysis related to pay equity workforce costs and total rewards.

Culture Inclusion & Employee Experience

• Champion culture inclusion belonging and engagement initiatives at the team and organizational level.

• Embed continuous listening journey mapping and employee experience design into how the business engages its people.

• Promote sustainable performance wellbeing and healthy workload practices.

• Hold leaders accountable for inclusive leadership and equitable talent decisions.

People Analytics & Technology

• Use people data dashboards and predictive analytics to inform talent and organizational decisions.

• Act as a guardian of fairness transparency and human judgment in people decisions.

• Collaborate with People Operations to ensure consistent processes accurate reporting and effective use of HRIS systems.

People & Culture Programs & Initiatives

• Lead or support People & Culture programs initiatives and projects within assigned business units.

• Partner across the People & Culture function to ensure consistent delivery and value-added service to the business.

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Qualifications :

Qualifications

Required Skills & Abilities

• Strong business acumen and curiosity able to learn a business quickly and translate strategy into people priorities.

• Proven ability to build trusted relationships and credibility with leaders managers and employees at all levels.

• Excellent verbal and written communication skills.

• Excellent interpersonal and customer service skills.

• Strong coaching capability with the ability to influence and challenge senior leaders effectively.

• Ability to comprehend interpret and apply applicable laws guidelines regulations and policies.

• Strong analytical and problem-solving skills with comfort using people data and analytics tools.

• Familiarity with AI-enabled HR tools and a thoughtful ethical approach to their use.

• Excellent organizational skills attention to detail and a proven ability to meet deadlines.

• Demonstrated commitment to diversity equity inclusion and belonging.

• Ability to acquire a thorough understanding of the organizations structure jobs qualifications and compensation practices.

Education & Experience

• Bachelors degree in Human Resources Business Administration Organizational Psychology or a related field (advanced degree a plus).

• 68 years of progressive HR/People experience with at least 3 years in a business partner or advisory role.

• Experience supporting commercial sales or technical organizations through transformation and change.

• Working knowledge of multiple human resource disciplines including compensation organizational diagnosis employee relations performance management and applicable employment laws.

• Experience working with HRIS systems and leveraging people analytics.

• SHRM-CP SHRM-SCP HRCI PHR HRCI SPHR or equivalent credential or the ability to obtain certification within one year of employment.

• Fluency in English required; additional languages (e.g. Spanish German) a plus depending on regional scope.

What Success Looks Like

• Trusted Advisor Recognized as a trusted advisor with deep knowledge of the business and strong credibility across leadership and employee populations.

• Stronger Leaders Improved leadership capability and management maturity across the organization.

• Talent Pipeline A clear diverse skills-based talent pipeline.

• Performance Culture A strong fair and inclusive performance culture.

• Effective Org Design Organizational structures that enable business strategy.

• ER Excellence Professional consistent handling of employee relations

Additional Information :

The expected salary range for this position is between $112000 and $120000 per year. The actual compensation will be determined based on experience location and other factors permitted by addition INFICON employees are eligible for a profit-sharing bonus with a target of 10% as well as 401K match up to 8% (vesting schedule). 

INFICON provides a dynamic work environment that promotes diversity equity and inclusion. Our employees experience ongoing green initiatives flexible work hours and a variety of health and wellness programs.

INFICONs forward-thinking approach offers countless opportunities to design support and manufacture a diverse product portfolio that expands globally. Our Lean and Agile work environment offers competitive compensation relocation assistance a discretionary bonus and generous employee benefits; major medical dental health vision 401K vacation and sick time tuition reimbursement and more!

INFICON is committed to ensuring that our online application process provides an equal opportunity to all job seekers that apply without regard to race religion ethnicity national origin citizenship gender age protected veteran status disability status genetic information sexual orientation or any other protected characteristic. A notice describing Federal equal employment opportunity laws is available here to reaffirm this commitment.   Any contact that would like to request a reasonable accommodation to participate in the application process should contact .

INFICON Inc. strictly complies with all aspects of the Export Administration Regulations (EAR) including those sections dealing with deemed exports to foreign nationals.

Remote Work :

No

Employment Type :

Full-time