Human Resources Business Partner

Armstrong Fluid Technology; New York (NY); On-site; USD 110,000 - 160,000; Full time

Job summary

Armstrong Fluid Technology is seeking a Senior HR Business Partner to shape strategic people initiatives in a dynamic manufacturing environment. You will partner with senior leaders to align business priorities with workforce capabilities and lead critical talent programs.

You will influence organizational design, governance, and change management while driving global HR programs that support both salaried and operations teams.

Qualifications

• 5+ years progressive HR experience with strategic HRBP expertise.
• Bachelor’s degree in HR, Business Administration, or related field required; equivalent experience may substitute.
• Proven ability to advise senior leaders and translate business priorities into people and organizational strategies.
• Experience supporting salaried and manufacturing populations; manufacturing, industrial, engineering, or related experience preferred.
• Expertise in workforce planning, organizational design, talent management, succession, leadership development, and change management.
• Experience in growth/evolving organizations and developing scalable HR frameworks and processes.
• Strong commercial acumen with ability to connect operational and financial drivers to workforce decisions.

Responsibilities

• Serve as a strategic advisor, contributing to business planning, organizational priorities, and key people decisions.
• Translate business strategy into a clear people and organizational capability agenda.
• Provide thoughtful challenge, coaching, and data-driven insights to strengthen leadership decisions and organizational performance.
• Shape organizational structures, role clarity, governance, and operating models to support business growth and effectiveness.
• Partner with leadership on organizational transformation, restructuring, integration, and change-management initiatives.
• Drive talent reviews, succession planning, critical-role identification, and leadership pipeline development.
• Build differentiated development strategies for high-potential employees, emerging leaders, and critical talent.
• Strengthen the quality of talent decisions through consistent assessment, calibration, and development planning.
• Coach and advise leaders on leadership effectiveness, team dynamics, employee engagement, and organizational health.
• Build leadership and managerial capability, with emphasis on accountability, performance, collaboration, and change leadership.
• Champion Armstrong’s values and support the evolution of a high-performance, inclusive, and employee-focused culture.
• Strengthen the effectiveness of performance management by improving goal quality, feedback, differentiation, and accountability.
• Develop and monitor people metrics that provide insight into workforce health, talent risks, productivity, and organizational effectiveness.
• Ensure enterprise HR programs are adapted and implemented in a manner that supports regional business priorities.
• Provide strategic oversight and guidance on sensitive employee relations matters, balancing business requirements, employee experience, and risk.
• Ensure alignment with applicable employment legislation, internal policies, and organizational governance standards.
• Leverage plant HR, employee relations, and industrial relations knowledge to anticipate and manage workforce risks.

Skills

Strategic HRBP

Executive coaching

People analytics

Stakeholder management

Change management

Organizational design

Workforce planning

Talent management

Succession planning

Education

Bachelor’s degree in HR/Business Administration

Job description

Key Accountabilities

Strategic Business Partnership

• Serve as a strategic advisor, contributing to business planning, organizational priorities, and key people decisions
• Translate business strategy into a clear people and organizational capability agenda
• Provide thoughtful challenge, coaching, and data-driven insights to strengthen leadership decisions and organizational performance

Organization and Workforce Strategy

• Shape organizational structures, role clarity, governance, and operating models to support business growth and effectiveness
• Partner with leadership on organizational transformation, restructuring, integration, and change-management initiatives
• Identify organizational risks and capability gaps and develop practical, forward-looking solutions

Talent and Succession

• Drive talent reviews, succession planning, critical-role identification, and leadership pipeline development
• Build differentiated development strategies for high-potential employees, emerging leaders, and critical talent
• Strengthen the quality of talent decisions through consistent assessment, calibration, and development planning

Leadership and Culture

• Coach and advise leaders on leadership effectiveness, team dynamics, employee engagement, and organizational health
• Build leadership and managerial capability, with particular emphasis on accountability, performance, collaboration, and change leadership
• Champion Armstrong’s values and support the evolution of a high-performance, inclusive, and employee-focused culture

Performance and Organizational Effectiveness

• Strengthen the effectiveness of performance management by improving goal quality, feedback, differentiation, and accountability
• Develop and monitor people metrics that provide insight into workforce health, talent risks, productivity, and organizational effectiveness
• Ensure enterprise HR programs are adapted and implemented in a manner that supports regional business priorities

Employee Relations and Governance

• Provide strategic oversight and guidance on sensitive employee relations matters, balancing business requirements, employee experience, and risk
• Ensure alignment with applicable employment legislation, internal policies, and organizational governance standards
• Leverage plant HR, employee relations, and industrial relations knowledge to anticipate and manage workforce risks

Key Skills And Qualifications

• 5+ years of progressive HR experience with strong strategic HRBP expertise.
• Bachelor’s degree in HR, Business Administration, or related field required; equivalent experience may substitute.
• Proven ability to advise senior leaders and translate business priorities into people and organizational strategies.
• Experience supporting salaried and operational/manufacturing populations; manufacturing, industrial, engineering, or related experience preferred.
• Expertise in workforce planning, organizational design, talent management, succession, leadership development, and change management.
• Experience in growth/evolving organizations and developing scalable HR frameworks and processes.
• Strong commercial acumen with ability to connect operational and financial drivers to workforce decisions.
• Ability to use people data and insights to diagnose issues, influence decisions, and measure impact.
• Strong executive presence, stakeholder management, and ability to challenge and influence senior leaders.
• Independent, accountable, adaptable, and pragmatic, with sound judgment and ability to navigate ambiguity while maintaining business focus.