Aimed at senior HR professionals with manufacturing or operations experience who thrive in high-growth environments and can lead change management initiatives.
Derived from job-description analysis by Serendipath's career intelligence engine.
Original posting from Ralliant
HR Business Partner (HRBP) Site Leader
Position Summary
This position is responsible for executing the talent strategy, providing a consistent experience to the GM, directors, managers and employees and executing the engagement strategy for the market. The HR Business Partner provides HR partnership to leaders focusing on the work environment, employee relations, engagement and business processes by executing the HR strategy. The HR Business Partner performs needs analyses to identify gaps in areas of engagement, compensation, talent, recruiting and change management and partners with Senior HR Leaders and centers of excellence to deliver solutions to meet the needs of their assigned location. They possess a broad understanding of HR and work with business clients, across plant and office settings, and/or HR partners in areas such as employee relations, organizational design, compensation, and performance management.
Strategic Leadership
Provide hands-on strategic and operational HR leadership for the site, fostering a high-performance culture amid aggressive growth. Leverage analytical expertise, problem solving- and change management skills to align HR strategies with business objectives, turning potential challenges into opportunities for improvement. Maintain a strong onsite presence, including front line engagement, to build trust and influence across all levels.
Key Responsibilities
Human Resources Expertise
Serve as trusted subject-matter expert to site GM, directors, managers and employees.
Implement change based on proven change management techniques
Apply policies and procedures across the organization; interprets both policies and changes to policy
Apply compliance knowledge to protect organization and mitigate risk
Seek ways to proactively improve organizational processes and outcomes; implements solutions that are aligned and consistent with organizational HR best practice
Identify and reports trends to Senior Leaders
Relationship Management
Ability to build trusted relationships with all employees across different levels of the organization
Facilitate difficult interactions among organizational stakeholders to achieve optimal outcomes; resolves escalated conflicts among stakeholders
Build consensus and settle disputes on HR policy and practice decisions
Business Acumen
Execute HR strategies to support and drive key business results; provide guidance on HR matters, partnering with centers of excellence to develop needed solutions
Maintain broad-based knowledge of the organization and its operations; use knowledge of business and HR metrics to facilitate business decisions
Demonstrate working knowledge of the labor market and its relation to organizational success
Consultation
Partner with managers, directors and HR to proactively implement business solutions, utilizing HR expertise and perspective; support managers on HR projects
Coach managers and directors on HR and business-related issues
Align solutions with HR and Business strategy and advocate and drive for solution implementation
Leadership
Execute programs, policies, and procedures to drive an engaged and performing organizational culture
Lead, Implement and deliver solutions and interventions that address issues of retention, change management, employee engagement, and leadership development, partnering with centers of excellence as appropriate
Lead by example in demonstrating our guiding principles, win as one team, learn by doing, solve problems, unlock growth and own our future.
HR Insights
Interpret data and makes recommendations; asks critical questions needed to evaluate data; gathers, analyzes and presents data to managers and recommends solutions that support the culture and the defined HR strategy
Analyze root causes of work environment issues; manages interventions and solutions in collaboration and cooperation with key stakeholders
Required Qualifications
Minimum 8 years of HR experience, preferably in manufacturing or operations, with demonstrated success in scaling environments.
Proven change leadership, project execution, influencing skills, and adaptability to complex, fast-paced settings.
Previous experience in a high growth environment preferred
Strong proficiency in data analytics, workforce planning, talent management, and HR systems such as Oracle HCM.
Business acumen, results-oriented mindset, and ability to manage multiple high-priority initiatives.
Profile for Success
Ideal candidates are energized and thrive on high-stakes challenges, excel in uncertain conditions, and execute with precision to enable business transformation.
Ralliant Corporation Overview
Ralliant, originally part of Fortive, now stands as a bold, independent public company driving innovation at the forefront of precision technology. With a global footprint and a legacy of excellence, we empower engineers to bring next-generation breakthroughs to life — faster, smarter, and more reliably. Our high-performance instruments, sensors, and subsystems fuel mission-critical advancements across industries, enabling real-world impact where it matters most. At Ralliant we’re building the future, together with those driven to push boundaries, solve complex problems, and leave a lasting mark on the world.
Source: Ralliant careers