Strategic HRBP, Corporate Functions

Envista Holdings Corporation; Brea (CA); On-site; USD 135,000 - 166,000; Full time

Job summary

Envista Holdings Corporation seeks a Strategic HR Business Partner to serve as a trusted advisor to senior leaders across Corporate Functions. You will partner with business leaders to drive people strategies that enhance organizational effectiveness, talent outcomes, and employee engagement.

This role leads workforce planning, succession, organizational design, and change management initiatives, shaping leadership capability and culture.

Qualifications

• Bachelor's degree in HR, business administration, organizational development, or related field.
• 8+ years of progressive HR experience, including HR business partnering.
• Experience supporting senior leaders and corporate functions.
• Strong business acumen and ability to align HR strategies with business objectives.
• Demonstrated success in organizational design, talent management, and change leadership.
• Strong analytical and problem-solving capabilities.
• Excellent consulting, influencing, coaching, and stakeholder management skills.
• Knowledge of employment law and HR best practices.
• Must reside within a commutable distance to Brea, CA. This is not a hybrid or remote opportunity.

Responsibilities

• Partner with executive and functional leaders to translate priorities into people strategies.
• Serve as a trusted advisor on organizational design, workforce planning, talent management, succession planning, and change management.
• Drive organizational effectiveness initiatives that enable business growth, productivity, and operational excellence.
• Provide strategic counsel regarding leadership team effectiveness and culture transformation.
• Lead talent review and succession planning processes across corporate functions.
• Identify critical talent gaps and develop strategies to build leadership pipelines.
• Coach leaders on performance management, talent assessment, and career development.
• Partner with Talent Management and Learning teams to implement development solutions aligned with business needs.
• Support organizational restructuring, operating model design, and team effectiveness initiatives.
• Lead change management efforts associated with organizational transformations, mergers, acquisitions, technology implementations, and process improvements.
• Assess organizational health and recommend actions to improve engagement and performance.
• Utilize workforce metrics and people analytics to identify trends, risks, and opportunities.
• Partner with leadership to forecast workforce needs, capability requirements, and talent investments.
• Develop and monitor key HR metrics, including retention, engagement, diversity, productivity, and organizational health.
• Provide guidance on complex employee relations matters while ensuring compliance with company policies and employment laws.
• Partner with Legal and Compliance teams on sensitive investigations and risk mitigation.
• Drive a culture of accountability through effective performance management practices.
• Coach leaders on difficult conversations, conflict resolution, and employee engagement.
• Champion initiatives that strengthen employee experience, engagement, inclusion, and belonging.
• Partner with leadership to reinforce company values and desired leadership behaviors.
• Support employee listening strategies and action planning based on engagement survey results.
• Drive programs that enhance organizational culture and employee retention.
• Partner with Centers of Excellence (Talent Acquisition, Total Rewards, Learning & Development, DEI, HR Operations) to implement enterprise HR programs.
• Ensure successful deployment of compensation, performance, talent, and leadership initiatives.
• Influence enterprise workforce and talent strategies through active participation in HR leadership discussions.

Skills

HR business partnering

Organizational design

Talent management

Workforce planning

Change management

Leadership coaching

Employee engagement

Strategic advising

Education

Bachelor's degree in HR

Master's degree preferred

SHRM-SCP/SPHR

Job description

The Strategic HR Business Partner (HRBP) serves as a trusted advisor to senior leaders within Corporate Functions of Envista and other enterprise support organizations. This role partners with business leaders to develop and execute people strategies that drive organizational effectiveness, talent outcomes, employee engagement, leadership capability, workforce planning, and business performance.

Key Responsibilities

Strategic Business Partnership

• Partner with executive and functional leaders to understand business priorities and translate them into people strategies.
• Serve as a trusted advisor on organizational design, workforce planning, talent management, succession planning, and change management.
• Drive organizational effectiveness initiatives that enable business growth, productivity, and operational excellence.
• Provide strategic counsel regarding leadership team effectiveness and culture transformation.

Talent Management & Succession Planning

• Lead talent review and succession planning processes across corporate functions.
• Identify critical talent gaps and develop strategies to build leadership pipelines.
• Coach leaders on performance management, talent assessment, and career development.
• Partner with Talent Management and Learning teams to implement development solutions aligned with business needs.

Organizational Design & Change Leadership

• Support organizational restructuring, operating model design, and team effectiveness initiatives.
• Lead change management efforts associated with organizational transformations, mergers, acquisitions, technology implementations, and process improvements.
• Assess organizational health and recommend actions to improve engagement and performance.

Workforce Planning & Analytics

• Utilize workforce metrics and people analytics to identify trends, risks, and opportunities.
• Partner with leadership to forecast workforce needs, capability requirements, and talent investments.
• Develop and monitor key HR metrics, including retention, engagement, diversity, productivity, and organizational health.

Employee Relations & Performance Management

• Provide guidance on complex employee relations matters while ensuring compliance with company policies and employment laws.
• Partner with Legal and Compliance teams on sensitive investigations and risk mitigation.
• Drive a culture of accountability through effective performance management practices.
• Coach leaders on difficult conversations, conflict resolution, and employee engagement.

Culture, Engagement & Inclusion

• Champion initiatives that strengthen employee experience, engagement, inclusion, and belonging.
• Partner with leadership to reinforce company values and desired leadership behaviors.
• Support employee listening strategies and action planning based on engagement survey results.
• Drive programs that enhance organizational culture and employee retention.

HR Program Leadership

• Partner with Centers of Excellence (Talent Acquisition, Total Rewards, Learning & Development, DEI, HR Operations) to implement enterprise HR programs.
• Ensure successful deployment of compensation, performance, talent, and leadership initiatives.
• Influence enterprise workforce and talent strategies through active participation in HR leadership discussions.

Required

Job requirements:

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field.
• 8+ years of progressive HR experience, including significant HR business partnering experience.
• Experience supporting senior leaders and corporate functional organizations.
• Strong business acumen and ability to align HR strategies with business objectives.
• Demonstrated success in organizational design, talent management, and change leadership.
• Strong analytical and problem-solving capabilities.
• Excellent consulting, influencing, coaching, and stakeholder management skills.
• Knowledge of employment law and HR best practices.
• Must reside within a commutable distance to Brea, CA. This is not a hybrid or remote opportunity.

Preferred

• Master's degree in Human Resources, Organizational Development, or MBA.
• SHRM-SCP, SPHR, or equivalent certification.
• Experience in complex, global, matrixed organizations.
• Experience supporting executive-level leadership teams.

IND123

Actual compensation packages take into account a wide range of factors that are unique to each candidate, including but not limited to geographic location; skill sets; relevant education and certifications; depth of experience; performance; and other business and organizational needs. The disclosed reasonable estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Envista, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. The total compensation package for this position may also include an annual performance bonus, medical/dental/vision benefits, 401K match, and/or other applicable compensation plans.

$135,400 - $165,500

Operating company:Corporate

Envista and its family of companies (Envista) will not accept unsolicited resumes from any source other than directly from a candidate. Envista will consider unsolicited referrals and/or resumes submitted by vendors such as search firms, staffing agencies, professional recruiters, fee-based referral services and recruiting agencies (Agency) to have been referred by the Agency free of charge and Envista will not pay a fee for any placement resulting from the receipt such unsolicited resumes. An Agency must obtain advance written approval from Envista's internal Talent Acquisition or Human Resources team to submit resumes, and then only in conjunction with a valid fully-executed contract approved by the Global Talent Acquisition leader and in response to a specific job opening. Envista will not pay a fee to any Agency that does not have such agreement and written approval in place.

Envista and all Envista Companies are equal opportunity employers that evaluate qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity, or other characteristics protected by law. The “EEO is the Law” poster is available at: https://www.dol.gov/sites/dolgov/files/ofccp/regs/compliance/posters/pdf/eeopost.pdf