Sr HR Business Partner

MILWAUKEE ELECTRIC TOOL CORP; United States; On-site; USD 130,000 - 180,000; Full time

Benefits offered by this job

Health insurance

401(k) plan

Education assistance

On-site wellness facilities

Job summary

Milwaukee Tool is seeking a seasoned HR/Talent partner to advise senior leaders across our Power Tool Engineering organization, shaping talent priorities and leading large-scale initiatives. You will guide organizational design, workforce planning, employee relations, and employee experience programs, partnering with stakeholders to drive change with data-informed recommendations.

This role requires 8+ years of progressive HR experience, a business mindset, and willingness to travel.

Qualifications

• 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.

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.
• 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.
• 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.
• Employee Experience: Consult on employee experience and culture strategy with senior leaders, guiding listening strategies and leader accountability for action planning.

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.

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).

Additional 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 site HERE

Milwaukee Tool is an equal opportunity employer.

Milwaukee Tool, founded in 1924, is a global leader in delivering innovative solutions to the professional construction trades that increase productivity and safety. Milwaukee® is known for their world-leading M12™, M18™, and MX FUEL™ cordless systems, the ground‑breaking performance of their cordless innovations, safety solutions, battery‑powered outdoor power equipment, jobsite lighting and clean‑up, time‑saving accessories and innovative hand tool and PACKOUT™ Modular Storage Products. The company is dedicated to delivering a steady stream of advanced, trade‑specific solutions. Milwaukee Tool is a Brookfield, Wisconsin‑based subsidiary of Techtronic Industries Co. Ltd. (TTI) (HKEx stock code: 669, ADR symbol: TTNDY). For more information on the full line of Milwaukee® products, please call 1-800-SAWDUST or visit Milwaukee Tool.