Human Resources Business Partner

About the role

Armstrong Fluid Technology is hiring a full-time permanent Human Resources Business Partner in North Tonawanda. The role acts as a strategic advisor to senior leaders, translating business strategy into a people and organizational capability agenda and strengthening leadership decisions and organizational performance.

Key responsibilities

• Contribute to business planning, organizational priorities and key people decisions, and coach leaders with data-driven insights.
• Shape organizational structures, role clarity, governance and operating models, and partner with leadership on transformation, restructuring, integration and change management.
• Drive talent reviews, succession planning, critical-role identification and leadership pipeline development, including differentiated development for high-potential employees.
• Coach leaders on effectiveness, team dynamics and engagement, and champion Armstrong's values and an inclusive, high-performance culture.
• Improve performance management (goals, feedback, accountability) and develop and monitor people metrics on workforce health, talent risks and productivity.
• Provide strategic oversight of sensitive employee relations matters, ensure alignment with employment legislation and internal policies, and leverage plant HR, employee relations and industrial relations knowledge to manage workforce risks.

Required profile

• 5+ years of progressive HR experience with strong strategic HRBP expertise.
• Bachelor's degree in HR, Business Administration or a related field; equivalent experience may substitute.
• Proven ability to advise senior leaders and turn business priorities into people and organizational strategies.
• Experience with salaried and operational/manufacturing populations; manufacturing, industrial or engineering experience preferred.
• Experience in growth or evolving organizations and in building scalable HR frameworks and processes.

Required skills

• Workforce planning, organizational design, talent management, succession, leadership development and change management.
• Commercial acumen linking operational and financial drivers to workforce decisions.
• Use of people data to diagnose issues, influence decisions and measure impact.
• Executive presence, stakeholder management and the ability to challenge and influence senior leaders.