Sr HR Business Partner

Milwaukee Tool; Town of Brookfield (WI); On-site; USD 120,000 - 190,000; Full time

Benefits offered by this job

Health, dental and vision insurance

401(k) savings plan

Education assistance

On-site wellness facilities

Job summary

Milwaukee Tool is seeking an experienced HR/Talent leader to partner with senior leaders across the Power Tool Engineering organization, shaping Talent priorities and driving large-scale initiatives. You will lead talent reviews, workforce planning, and employee experience programs in a dynamic, fast-changing environment.

You will influence organizational design, leadership effectiveness, and internal mobility while ensuring compliance and data-driven decision making.

Qualifications

• Minimum of 8 years of progressive HR/Talent experience partnering with senior leaders to influence business priorities and lead large-scale Talent initiatives.
• Experience shaping organizational strategy through Talent planning and workforce/succession initiatives, and leading complex change such as restructuring, workforce reductions, or integrations.
• Proven ability to create presence in the business and influence senior leaders through clear communication, positioning Talent as a strategic business partner.
• Experience acting as a trusted advisor on complex employee relations matters, with sound judgment, discretion, and the ability to coach others through sensitive situations.
• Ability to lead through ambiguity and change, managing multiple priorities and stakeholders with minimal direction.
• Knowledge of federal and state laws/regulations relating to the HR field.
• Strong business acumen with the ability to align Talent strategies to broader business goals and long-term outcomes.
• Advanced ability to analyze and tell a story with data, using analytics tools and Talent systems to evaluate organizational effectiveness and guide decisions.

Responsibilities

• Serve as a strategic advisor to senior leaders across functions or sites, shaping decisions on organization structure and leadership effectiveness.
• Translate business strategy into long-term Talent plans, partnering with leaders to drive alignment and execution.
• Lead talent and org reviews, synthesizing data into clear recommendations for senior leadership.
• Demonstrate enterprise-wide financial, regulatory and compliance principles in Talent processes.
• Partner with Talent COEs to identify talent gaps and build bench strength for transformation.
• Drive internal mobility strategy with Talent Acquisition and Global Mobility.
• Shape Talent strategy using analytics and trends for data-informed decisions.
• Serve as escalation point and coach for Talent teams, ensuring consistent practices.

Skills

Strategic advisory

Talent planning

Organizational design

Employee relations

Change management

Data analytics

Executive coaching

Stakeholder management

Education

Bachelor’s degree

Tools

Workday

Job description

Job Description

INNOVATE without boundaries! At Milwaukee Tool we firmly believe that our People and our Culture are the secrets to our success -- so we give you unlimited access to everything you need to provide. Behind our doors you'll be empowered every day to own it, drive it, and do what it takes to support the biggest breakthroughs in the industry. Meanwhile, you'll have the support and resources of the fastest-growing brand in the construction industry to make it happen.

Your Role On Our Team

Under the direction of the Executive Business Partner, you will serve as a strategic advisor to senior leaders across our Power Tool Engineering organization, shaping Talent priorities and leading large-scale initiatives to include Talent Reviews, Org Design, workforce and succession planning, and Employee Experience. If you are looking to thrive in a dynamic, fast-paced environment with continuous change, this opportunity is for you!

You’ll be DISRUPTIVE through these duties and responsibilities:

Strategic Business Partnership

• Serve as a strategic advisor to senior leaders, typically across more than one function or site, shaping decisions on organization structure, leadership effectiveness, and strategic people priorities.
• Translate business strategy into long-term Talent plans, partnering with senior leaders and key stakeholders to drive alignment and execution across multiple initiatives.
• Lead talent and org reviews, synthesizing performance, potential, org health, and workforce data into clear recommendations and rollups for senior leadership.
• Demonstrate basic enterprise-wide financial, regulatory and compliance principles and consistently apply those principles to Talent processes, policies, and initiatives.
• Partner with leaders and Talent COEs to identify talent gaps, and build bench strength and leadership readiness for organizational transformation.
• Drive internal mobility strategy, partnering with Talent Acquisition, Total Rewards, and Global Mobility on complex talent movements such as critical backfills, international assignments, and sponsorship needs.
• Shape Talent strategy by leveraging analytics and trends, influencing senior leaders with data-informed recommendations.
• Serve as an escalation point and coach for Talent team members, driving consistent practices and sound judgment across supported functions.

Organizational Design

• Support workforce and succession planning for assigned functions/sites, evaluating spans, layers, and org health to identify risks and recommend scalable solutions to senior leaders.
• Lead organizational design and change efforts, including restructuring, workforce and site transitions, and integrations, applying risk mitigation strategies and considering the impact of change through the lens of an employee.
• Partner with leaders and Talent Development on leadership effectiveness efforts (i.e., Team Kick-off, New Leader Assimilation).
• Advise leaders on complex compensation decisions, including market positioning, internal equity, promotions, and retention strategies for critical talent.

Employee Relations & Compliance

• Lead the Employee Relations strategy within the functions/sites you support, advising and coaching leaders on complex employee relations, performance, and compliance matters.
• Lead internal investigations and resolution of high-risk cases, partnering with Legal/Compliance and executive stakeholders as needed.
• Serve as a Talent subject matter expert in relevant labor laws and regulations, advising on risk mitigation for complex Talent issues.
• Maintain positive employee relations by creating a responsive, open environment, where employees feel safe speaking up.
• Oversee the off-boarding process, using exit survey themes to recommend actions to senior leaders.

Employee Experience

• Consult on employee experience and culture strategy with senior leaders, guiding listening strategies (i.e., engagement survey, skip levels, stay/exit interviews) and leader accountability for action planning.

Provide program leadership to Talent Management in the following areas (not limited to this list):

• Annual Performance Review Process
• Annual Merit Cycle
• Strategic Talent/Org Review
• Workforce & Succession Planning
• Organizational Health & Talent Metrics
• Internal Mobility Performs

The TOOLS You’ll Bring With You

• Minimum of 8 years of progressive HR/Talent experience partnering with senior leaders to influence business priorities and lead large-scale Talent initiatives.
• Bachelor’s degree in a related field and/or equivalent experience.
• Experience shaping organizational strategy through Talent planning and workforce/succession initiatives, and leading complex change such as restructuring, workforce reductions, or integrations.
• Proven ability to create presence in the business and influence senior leaders through clear communication, positioning Talent as a strategic business partner.
• Experience acting as a trusted advisor on complex employee relations matters, with sound judgment, discretion, and the ability to coach others through sensitive situations.
• Ability to lead through ambiguity and change, managing multiple priorities and stakeholders with minimal direction.
• Knowledge of federal and state laws/regulations relating to the HR field.
• Strong business acumen with the ability to align Talent strategies to broader business goals and long-term outcomes.
• Advanced ability to analyze and tell a story with data, using analytics tools and Talent systems to evaluate organizational effectiveness and guide decisions.

Ability to travel within our various Milwaukee locations in the surrounding SE Wisconsin area. Possible domestic/international travel <10% annually (if needed due to business needs).

Other TOOLS We Prefer You To Have

• Experience in Workday
• Prior experience leading and/or mentoring Talent team members
• Experience designing or evolving Talent programs using analytics and stakeholder feedback to improve workforce effectiveness and business outcomes

Working Conditions

• Office environment

We provide these great perks and benefits

• Robust health, dental and vision insurance plans
• Generous 401 (K) savings plan
• Education assistance
• On-site wellness, fitness center, food, and coffee service
• And many more, check out our benefits siteHERE.

Milwaukee Tool is an equal opportunity employer.