Key Accountabilities
Strategic Business Partnership
- Serve as a strategic advisor, contributing to business planning, organizational priorities, and key people decisions
- Translate business strategy into a clear people and organizational capability agenda
- Provide thoughtful challenge, coaching, and data-driven insights to strengthen leadership decisions and organizational performance
Organization and Workforce Strategy
- Shape organizational structures, role clarity, governance, and operating models to support business growth and effectiveness
- Partner with leadership on organizational transformation, restructuring, integration, and change-management initiatives
- Identify organizational risks and capability gaps and develop practical, forward-looking solutions
Talent and Succession
- Drive talent reviews, succession planning, critical-role identification, and leadership pipeline development
- Build differentiated development strategies for high-potential employees, emerging leaders, and critical talent
- Strengthen the quality of talent decisions through consistent assessment, calibration, and development planning
Leadership and Culture
- Coach and advise leaders on leadership effectiveness, team dynamics, employee engagement, and organizational health
- Build leadership and managerial capability, with particular emphasis on accountability, performance, collaboration, and change leadership
- Champion Armstrong’s values and support the evolution of a high-performance, inclusive, and employee-focused culture
Performance and Organizational Effectiveness
- Strengthen the effectiveness of performance management by improving goal quality, feedback, differentiation, and accountability
- Develop and monitor people metrics that provide insight into workforce health, talent risks, productivity, and organizational effectiveness
- Ensure enterprise HR programs are adapted and implemented in a manner that supports regional business priorities
Employee Relations and Governance
- Provide strategic oversight and guidance on sensitive employee relations matters, balancing business requirements, employee experience, and risk
- Ensure alignment with applicable employment legislation, internal policies, and organizational governance standards
- Leverage plant HR, employee relations, and industrial relations knowledge to anticipate and manage workforce risks
Key Skills and Qualifications
- 5+ years of progressive HR experience with strong strategic HRBP expertise.
- Bachelor’s degree in HR, Business Administration, or related field required; equivalent experience may substitute.
- Proven ability to advise senior leaders and translate business priorities into people and organizational strategies.
- Experience supporting salaried and operational/manufacturing populations; manufacturing, industrial, engineering, or related experience preferred.
- Expertise in workforce planning, organizational design, talent management, succession, leadership development, and change management.
- Experience in growth/evolving organizations and developing scalable HR frameworks and processes.
- Strong commercial acumen with ability to connect operational and financial drivers to workforce decisions.
- Ability to use people data and insights to diagnose issues, influence decisions, and measure impact.
- Strong executive presence, stakeholder management, and ability to challenge and influence senior leaders.
- Independent, accountable, adaptable, and pragmatic, with sound judgment and ability to navigate ambiguity while maintaining business focus.