Human Resources Business Partner

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