Principal HR Business Partner

Proven to Perform.

From the edges of space to the bottoms of ocean, our materials are proven to perform -- and so is our team. We're hiring high performers as proven as our products. Join us.

As the Principal HR Business Partner, you will play a pivotal role in shaping and executing our HR strategy to support our organization's growth and strategic objectives. This strategic role requires a focus on data-driven decision-making, collaborative partnerships, and the effective management of HR programs and initiatives.

Key Responsibilities:

• Strategic Leadership: Implement HR strategy that integrates talent management and organizational design to drive organizational growth.

• Data-Driven Insights: Utilize HR KPIs and metrics to analyze trends, identify improvement opportunities, and inform strategic HR decisions. Utilize performance data and analytics to identify trends, inform talent development initiatives, and drive organizational performance improvements.

• Collaborative Partnerships: Partner with senior leaders within the organization as well as our matrix organization, HR Business Partners, Centers of Excellence, and key stakeholders to standardize processes and drive strategic initiatives that align with business and HR goals.

• Continuous Feedback Culture: Foster a culture of continuous feedback and open communication, providing training and resources for managers to conduct effective performance conversations.

• Streamlined HR Processes: Enhance HR service delivery through the implementation of efficient processes that effectively support organizational stakeholders.

• Talent Development: Identify high-potential employees and collaborate with HR Business Partners to create tailored development plans, succession strategies, and career progression pathways.

• Program Oversight: Direct HR programs and projects for our professional functions to ensure they align with strategic goals and are delivered on time and within budget.

• Change Management: Guide leaders through organizational changes, facilitating smooth transitions and maintaining high employee engagement.

• Leadership Development: Mentor and develop leaders, fostering a culture of excellence, continuous improvement, and succession planning.

• Employee Engagement: Monitor and enhance employee engagement and satisfaction related to performance management practices, using surveys and feedback to inform adjustments and improvements.

• Goal Setting and Alignment: Collaborate with leadership to establish clear performance expectations and objectives, ensuring alignment with departmental and organizational priorities.