HR Business Partner (Manager), Digital Solutions & IT

Arbon Equipment Corporation; Wisconsin; Hybrid; USD 110,000 - 150,000; Full time

Job summary

Rite-Hite is seeking an HR Business Partner (Manager) to serve as a strategic partner to leaders and employees across Digital Solutions and IT. You will align people strategies with business objectives and lead talent acquisition, workforce planning, organizational effectiveness, and employee development.

The role focuses on building technology capabilities to support future growth, partnering with HR Centers of Excellence, and shaping organization design and succession.

Qualifications

• Bachelor's degree in human resources, business administration, organizational development, or related field.
• Minimum of eight years of progressive human resources experience, including significant experience serving as an HR business partner to leaders.
• Experience supporting technology, digital, IT, engineering, product, data, or similarly specialized areas.

Responsibilities

• Build trusted partnerships with Digital Solutions and IT leaders, providing strategic HR guidance aligned with business priorities.
• Develop and execute people and workforce plans that translate business strategy into current and future talent, capability, and organizational requirements.
• Advise leaders on future-state organization design, including required capabilities, roles, structures, accountabilities, career paths, and succession needs.
• Partner with leaders on talent acquisition to attract specialized technical and digital talent and develop clear job profiles and selection criteria.
• Lead talent reviews and development initiatives for critical, specialized, and hard-to-replace roles.
• Support change management and organizational effectiveness initiatives, including stakeholder alignment and leadership readiness.
• Provide guidance on coaching, performance management, and employee relations to ensure fair and compliant practices.

Skills

HR experience

Education

Bachelor's degree in human resources, business administration, organizational development, or related field

Job description

At Rite-Hite, your work makes an impact. As the global leader in loading dock and door equipment, we design and deliver solutions that keep our customers safe, secure, and productive. Here, you'll find innovation, stability, and the chance to grow your career as part of a team that's always looking ahead.

Rite-Hite is seeking a HR Business Partner (Manager) to serve as a strategic partner to leaders and employees across our Digital Solutions and Information Technology teams. In this role, you will align people strategies with business objectives and provide leadership across talent acquisition, workforce planning, organizational effectiveness, employee development, performance management, employee relations, compensation, and change management.

A key focus of this position will be helping build the technology capabilities needed to support future business growth. You will partner closely with business leaders and HR Centers of Excellence to anticipate workforce needs, attract specialized talent, develop and retain critical capabilities, and help shape the organization's future structure and talent strategy.

This is a hybrid position with 3 days a week out of our Milwaukee, WI corporate office.

What You'll Do

Strategic HR Partnership and Workforce Planning:

• Build trusted partnerships with Digital Solutions and IT leaders, providing strategic HR guidance aligned with business priorities.
• Develop and execute people and workforce plans that translate business strategy into current and future talent, capability, and organizational requirements.
• Assess workforce capabilities, anticipated skill gaps, and critical talent risks, recommending appropriate build, buy, borrow, or redeploy strategies.
• Use workforce data, HR metrics, and external talent-market insights to identify needs, influence decisions, and evaluate results.
• Advise leaders on future-state organization design, including required capabilities, roles, structures, accountabilities, career paths, and succession needs.

Technology Talent Acquisition:

• Partner with business leaders and Talent Acquisition to identify and attract specialized technical, product, data, digital, cybersecurity, infrastructure, enterprise systems, and technology leadership talent.
• Develop clear job profiles, candidate requirements, technical competencies, and selection criteria for critical technology roles.
• Advise hiring leaders on sourcing strategies, candidate assessment, interview practices, and relevant talent-market considerations.
• Monitor technology labor-market trends and recommend adjustments to recruiting, compensation, development, and retention strategies.
• Support effective onboarding and assimilation of new employees.

Talent Management, Development, and Retention:

• Partner with leaders and Talent Development to assess capability needs and create targeted development strategies for employees and teams.
• Lead talent reviews and succession planning, with particular focus on critical, specialized, and difficult-to-replace roles.
• Help establish development pathways and career opportunities for technical professionals and people leaders.
• Coach leaders on performance management, career development, internal mobility, succession readiness, and retention.
• Use employee feedback, engagement data, turnover trends, and exit insights to identify risks and develop targeted actions.

Organization Effectiveness and Change Management:

• Advise leaders on organizational structure, role clarity, team effectiveness, restructures, and workforce transitions.
• Assess the people impact of technology, process, and operating-model changes.
• Develop and support practical change plans that address stakeholder alignment, communication, leadership readiness, employee adoption, and business continuity.
• Facilitate leadership and team discussions related to organizational effectiveness, accountabilities, and new ways of working.

Employee Relations and HR Programs:

• Provide guidance to leaders on coaching, performance improvement, progressive discipline, policy interpretation, and other employee matters.
• Manage complex employee relations issues and conduct thorough, objective investigations.
• Ensure fair and consistent employment practices and compliance with applicable laws, regulations, and company policies.
• Partner with Total Rewards on compensation recommendations for new hires, promotions, transfers, and specialized technology roles.
• Help leaders and employees understand the organization's compensation philosophy, benefits, and total rewards offerings.

What You’ll Bring

Bachelor's degree in human resources, business administration, organizational development, or a related field. An equivalent combination of education and relevant experience may be considered.

Minimum of eight years of progressive human resources experience, including significant experience serving as an HR business partner to leaders.

Experience supporting technology, digital, IT, engineering, product, data, or similarly specialized pr