HR Generalist IV / HR Business Partner / HRBP

If interested in below position, please send your resume

Job Title: HR Generalist /HR Business partner

Location: Fully Remote

Indianapolis, IN or Twin Cities in MN 

Job Description

If onsite, candidate will need to be in Indianapolis or the Twin Cities are in MN. Otherwise remote is fine too.

 M-F, standard business hours. Most of the team is in EST, so for those who are not, some flexibility to take occasional early meetings may be required.

 The team would prefer to see previous industiral employees if possible.

 Position Summary

The Human Resources Business Partner (HRBP) for Central Engineering serves as a strategic advisor and trusted partner to engineering leadership, aligning people strategies with business/function objectives. This role provides full-spectrum HR support across talent management, organizational design, employee relations, change management, and workforce planning for a technically complex, fast-paced engineering function. The HRBP translates business priorities into actionable people plans that build organizational capability and drive engagement.

Key Responsibilities

Strategic Partnership

• Partner with Central Engineering leaders to understand business goals and develop aligned HR strategies and workforce plans.
• Partner with other HRBPs who support LOB Engineering within our Business Unit and broader CMI HRBPs.
• Serve as a coach and sounding board to managers and leaders on people, organizational, and leadership matters.
• Translate engineering talent needs (technical depth, niche skills, succession risk) into proactive HR action.

Talent Management & Development

• Drive talent reviews, succession planning, and high-potential identification across the engineering organization.
• Partner with Talent Acquisition on critical and hard-to-fill technical roles, ensuring a strong pipeline.
• Support career development frameworks and technical/leadership progression paths for engineers.

Organizational Design & Change

• Advise on organizational structure, role clarity, and span-of-control to support engineering effectiveness.
• Lead and support change management initiatives related to reorganizations, transformation, and new operating models.
• Consults on resourcing conversations with Central & LOB Engineering leaders, finance, and resource management office partners in order to ensure resourcing needs are prioritized at a BU level using data and strategic insights available

Employee Relations & Engagement

• Provide guidance on complex employee relations matters, ensuring fair, consistent, and compliant resolution.
• Analyze engagement data and partner with leaders on action plans to improve retention and culture.
• Champion an inclusive, high-performance work environment.

Performance & Rewards

• Guide the performance management cycle, including goal-setting, alignment on expectations, data analysis and feedback quality.
• Partner with Total Rewards on compensation planning, equity reviews, and retention strategies for technical talent.

Data & Insights

• Use workforce analytics to identify trends, anticipate risks, and inform decisions (attrition, headcount, diversity, engagement).

Qualifications

Education

• Bachelor''s degree in Human Resources, Business, Organizational Psychology, or a related field.

Experience

• Previous industiral  client experience in Human Resources
• 8+ years of progressive HR experience, with demonstrated success as an HRBP supporting technical, engineering, or R&D functions.
• Proven track record advising senior leaders on talent, organizational, and change initiatives.
• Experience in a global, matrixed organization preferred.

Skills & Competencies

• Strong business acumen and the ability to connect people strategy to business outcomes.
• Excellent consulting, coaching, and influencing skills with senior stakeholders.
• Sound judgment in navigating complex employee relations and organizational issues.
• Data-driven mindset with proficiency in workforce analytics and HR systems.
• Comfort operating in ambiguity and leading through change.
• Deep knowledge of employment law and HR best practices.