Lead, HR Business Partner

The Lead Human Resources Business Partner (HRBP) is a dynamic and strategic role, combining hands-on HR expertise with leadership capabilities to support Business Unit and Corporate Functions. As a trusted advisor, the Lead HRBP partners with business leaders to enhance workforce performance through talent management, change leadership, employee engagement, and strategic HR interventions. This role is instrumental in fostering a high-performing, inclusive culture and driving HR initiatives that align with the company's long-term goals.

Key Responsibilities:

Strategic HR Partnership:

• Serve as the primary HR contact for business leaders, offering strategic guidance on people management, organizational structure, and talent development.
• Align HR practices with business objectives, identifying improvement areas.
• Lead HR consulting and coaching to address workforce challenges, culture transformation, and leadership development.
• Roll out HR programs with minimal disruption and maximum value.
• Build strong relationships with senior leadership and cross-functional teams.
• Participate in HR strategy development, sharing insights and championing innovation.

Change Leadership and Organizational Design:

• Lead organizational design initiatives to optimize workforce capabilities and align with business strategy.
• Manage change projects to foster employee adoption and minimize resistance.
• Use data-driven insights to assess change impact and guide continuous improvement.

Talent and Workforce Planning:

• Execute talent management strategies, including succession planning and career pathing.
• Create a skills matrix to identify gaps and inform development plans.
• Improve internal mobility and employee growth opportunities.
• Implement a career pathing framework outlining growth opportunities and expectations.
• Partner with Talent Acquisition and L&D teams to align hiring, development, and succession planning.
• Achieve 100% completion of role-specific skills matrix for critical roles within 12 months, with annual updates.
• Manage succession plans for leadership positions, ensuring ready-now successors.
• Track and report on internal promotion rates, targeting a 10% increase in internal mobility within 2 years.

Change Agent & Leadership:

• Act as a proactive change agent, advocating for innovative solutions to enhance performance.
• Promote a change-ready culture with agility, open communication, and adaptability.
• Continuously assess change initiatives through data analysis, feedback, and performance metrics.

Employee Engagement and Retention:

• Develop and implement strategies to enhance employee morale and retention, based on feedback and surveys.
• Lead stay interviews and retention initiatives, focusing on critical and high-potential talent.
• Foster a culture of inclusivity and belonging through targeted engagement initiatives.

HR Operations and Compliance:

• Use HR data analytics to track performance metrics and inform decisions.
• Implement competitive and equitable compensation and benefits strategies.
• Ensure compliance with regional labor laws and corporate policies.
• Apply policies and procedures consistently across all sites, balancing flexibility with governance.
• Collaborate with HR COEs to align with broader HR strategy and initiatives.

Organizational Design & Change Leadership:

• Lead workforce restructuring and optimization initiatives, aligning with long-term business objectives.
• Monitor change effectiveness using data analytics and make necessary adjustments.

Qualifications:

• Bachelor's degree in Business, HR, or related field preferred.
• 5+ years of HR business partner experience, ideally in manufacturing; aerospace, MRO, or OEM experience is a plus.
• Experience supporting a Union workforce is preferred.
• Strong knowledge of HR practices, regulations, and laws.
• Proven skills in employee engagement, talent management, workforce planning, organization design, retention, and leadership development.
• Effective communicator with the ability to influence management and interact with diverse individuals.
• Experience in HR areas like benefits, payroll, compensation, occupational health, security, talent acquisition, HR technology, analytics, employment law, and compliance.
• Strong business acumen and strategic thinking.
• Ability to manage priorities, workflow, and work independently or as part of a team.
• Excellent interpersonal, written, and verbal communication skills.
• Good judgment, decision-making, creativity, flexibility, and innovation.
• Commitment to excellence and high standards.
• Versatility and enthusiasm for changing priorities.

Due to government regulation only US persons (U.S. citizen, U.S. naturalized citizen, U.S. permanent resident, holder of U.S. approved political asylee or refugee status) may be considered for this role.

Chromalloy is an equal opportunity employer - vets/disabled.

Any offer of employment will also be conditioned upon the successful completion of a background investigation and drug screen in accordance with company policy and applicable federal and state regulations.

In the United States, if you need a reasonable accommodation for the online application process due to a disability, please contact: https://www.chromalloy.com/contact-us/

• 601 Marshall Phelps Rd, Windsor, CT 06095, USA