People & Organization (Human Resources) Business Partner II

Phoenix-Contact; Harrisburg (Dauphin County); Hybrid; USD 85,000 - 110,000; Full time

Benefits offered by this job

Medical, dental, and vision coverage

401k matching

Generous time off package

Maternity leave 16 weeks

Paternity leave 10 weeks

Life insurance

Short & long-term disability

On-site gym access

Wellbeing center

On-site café

Walking trails

Tuition assistance

Job summary

Phoenix Contact is seeking a People & Organization (Human Resources) Business Partner II to embed with the GCoC USA Sales organization, translating P&O strategy into actionable support for leaders and employees.

You will build trusted partnerships, coach performance, manage employee relations, and drive change initiatives to strengthen sales capabilities and processes. Hybrid role with 3 days in the office, focusing on workforce planning and talent development.

Qualifications

• Bachelor’s degree in HR, business, psychology, or related field with coursework on employee relations management, employment law, conflict resolution, and/or performance management.
• PHR, SHRM-CP or employment law certification preferred.
• 2–5 years in HR business partnering supporting employees and leaders.
• Experience managing employee relations and partnering with leaders on performance, workplace concerns, policy application, and conflict resolution.
• Experience supporting organizational change or transformation efforts within a business group.
• Strong collaboration and relationship-building skills.
• Ability to coach leaders through performance topics with sound judgment and discretion.
• Ability to translate P&O programs into practical actions for leaders and employees.
• Knowledge of talent management, workforce planning, performance management, and change enablement fundamentals.
• Ability to use data to identify workforce needs and turn insights into actionable plans with leaders.
• Proficiency with Microsoft Office and willingness to learn P&O systems, data, and tools.

Responsibilities

• Serve as the P&O Business Partner for assigned GCoC USA Sales leaders, building trusted partnerships and supporting workforce plans and priorities.
• Coach performance expectations with Sales leaders and address improvement opportunities.
• Manage employee relations matters within the Sales organization, including intake, consultation, documentation, and action planning.
• Escalate matters requiring specialized review while ensuring proper coordination and documentation.
• Identify evolving skill, capability, and leadership needs and translate into workforce and development actions.
• Activate talent processes to improve visibility into skills, potential, and succession.
• Help Sales leaders understand people impacts of change and drive adoption.
• Deliver employee stewardship through open dialogue and fair application of people practices.
• Collaborate with GCoC USA P&O Centers of Excellence and broader network to coordinate solutions.
• Use workforce data to identify needs and recommend improvements to people processes and leader effectiveness.
• Other duties as assigned by Manager.

Skills

Employee relations

Performance coaching

Change enablement

Data-driven decisions

Collaboration

Leadership development

Business acumen

Microsoft Office

Education

Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field

Tools

Microsoft Office

Job description

People & Organization (Human Resources) Business Partner II

Job Summary

The P&O Business Partner II is an embedded partner to the Phoenix Contact GCoC USA Sales organization, connecting P&O strategy to business execution and turning enterprise P&O programs, solutions, and services into practical actions for Sales. This position builds trusted, two-way partnerships with assigned Sales leaders and strengthens the people capabilities that enable Sales effectiveness, with particular emphasis 1). Effective management of employee relations matters and 2). Sales capability development.

Responsibilities

• Serve as the dedicated P&O Business Partner for assigned GCoC USA Sales leaders, building trusted, two-way partnerships and maintaining proactive involvement in Sales organizational plans, workforce needs, and people priorities.
• Work with Sales leaders in a continuous manner in support of their ability to set clear expectations, coach performance, and address performance improvement opportunities consistently and efficiently.
• Manage employee relations matters within the Sales organization, including issue intake, consultation, documentation, leader guidance, resolution planning, and follow-through on appropriate actions.
• Escalate matters that require specialized review or expertise, while ensuring clear coordination and appropriate case documentation.
• Partner with Sales leaders to identify evolving skill, capability, and leadership needs as Sales roles, responsibilities, and customer needs change, and translate those needs into practical workforce and development actions.
• Activate talent processes within the Sales organization, improving visibility into skills, potential, development needs, succession, and internal talent movement.
• Enable change by helping Sales leaders understand people impacts, prepare their teams, and drive effective adoption.
• Deliver employee stewardship through open-door dialogue, fair and consistent application of people practices, representation of employee perspectives, and thoughtful consideration of employee experience alongside business needs.
• Collaborate closely with GCoC USA P&O Centers of Excellence and the broader Business Partnering network, sharing Sales insights and coordinating solutions across P&O so leaders are connected to the right expertise.
• Use workforce data and business insight to identify needs, support sound leader decisions, and recommend practical improvements to people processes and leader effectiveness.
• Other related duties as assigned by one’s Manager.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field with coursework centered on employee relations management, employment law, conflict resolution, and/or performance management.
• PHR, SHRM-CP, and/or employment law certification preferred.
• 2–5 years of experience supporting employees and leaders in a HR business partnering capacity preferred.
• Experience managing employee relations matters and partnering with business leaders on performance, workplace concerns, policy application, and conflict resolution.
• Experience supporting organizational change, business transformation, or continuous-improvement efforts within a business group.
• Strong collaboration and relationship-building skills, including the ability to challenge constructively while maintaining trusted partnerships.
• Ability to coach leaders through performance-related topics and navigate nuanced employee and leadership needs with sound judgment and discretion.
• Demonstrated ability to understand business priorities and translate P&O programs, processes, and guidance into practical actions for leaders and employees.
• Knowledge of talent management, workforce planning, performance management, and change enablement fundamentals.
• Ability to use data to identify workforce needs, skill gaps, and capability needs and turn insights into actionable plans with leaders.
• Proficiency with common business technology such as Microsoft Office and willingness to learn P&O systems, data, and tools.

Essential Job Functions

• Must be able to lift 50 pounds.
• Must be able to sit and/or stand for extended periods of time.
• Must be able to work on a computer for extended periods of time.
• Must be able to travel in vehicles (automobiles, trains, and planes).
• Must be able to communicate effectively in verbal and written English.
• Must comply with company dress code guidelines.
• Regular and on-time attendance.
• This is a hybrid position unless otherwise specified requiring 3 days in the office.

• medical, dental, and vision coverage
• 401k matching
• a generous time off package
• 16 weeks fully paid maternity leave & 10 weeks fully paid paternity leave
• life insurance
• short & long-term disability
• on-site gym access
• health & wellbeing center
• on-site café
• walking trails
• tuition assistance
• and more!

Phoenix Contact is committed to the diversity of our employees. We are an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, color, disability, gender identity or expression, marital status, national or ethnic origin, political affiliation, race, religion, sex (including pregnancy), sexual orientation, veteran status, and family medical or genetic information.

If you need special accommodations to access job openings or to apply for a job, please call 717-944-1300 between the hours of 8 AM and 5 PM, Eastern Standard Time, Monday – Friday or email [e-mail] .

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file.

As set forth in Phoenix Contact’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability.

A "recently separated veteran" means any veteran during the three‑year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.