HR Business Partner Senior

Regal Rexnord Corporation (“Regal Rexnord”) is a leading manufacturer of electric motors, electrical motion controls, power generation and mechanical power transmission products and sub-systems, serving customers around the world in the general industrial, consumer, commercial construction, food & beverage, and alternative energy end markets, among others. Regal Rexnord sells its products and solutions to OEMs, through distributors, and directly to end-users. Regal Rexnord is a $7.2B company with 36,000 associates globally.

You may not know it, but Regal Rexnord impacts your life every day. The company’s products enable the fans in HVAC systems that keep us comfortable; the power source that keeps smart buildings running; the agricultural and food service equipment that keeps us fed; and the conveyer systems that keep e-commerce flowing, to name a few of the applications where our products are used.

Regal Rexnord’s business purpose is to create a better tomorrow by energy-efficiently converting power into motion. This means creating innovative solutions while focusing on both customer needs and the company’s commitment to sustainability.  The company’s industrial powertrain and automation solutions offerings are an important part of the company's growth strategy. The company’s strategy includes leveraging 80/20 to prioritize all activities, including product excellence, operational excellence and commercial excellence (i) driving organic sales growth through the introduction of innovative new products, with a particular focus on improving energy efficiency, (ii) establishing and maintaining new customers, as well as developing new opportunities with existing customers, (iii) participating in higher growth end markets and geographies, and (iv) identifying and consummating strategic, value creating acquisitions.

• Lead hiring, onboarding, and implementation of all HR processes.
• Apply a sound understanding of business strategy and goals. Move strategy to action by recommending and implementing new approaches and actual business solutions to effect continual improvements in business objectives, productivity and the development of HR within the company.
• Provide effective and timely counsel, coaching & mentoring at the senior management level particularly in the areas of talent management, employee engagement and employee relations / communications.
• Collaborate with leadership to develop and implement processes and tools that foster higher productivity, quality, safety and improved engagement / retention of workforce.
• Embrace a continuous improvement mindset while providing leadership and change management expertise in support of manufacturing business initiatives, projects, and changes.
• Build positive, meaningful relationships with management and employees in order to act as a vital resource and trusted advisor.
• Demonstrate self-awareness, accountability and transparency. Holds self and others accountable. Takes responsibility and ownership when appropriate.
• Facilitate ongoing Talent Management processes such as Strategic Organizational Talent Assessment, Succession Planning and Talent Reviews. Provide managers with strategic direction regarding organizational structure and approaches to leverage staffing & talent needs.
• Manage, monitor, and report on key performance indicators for the HR department as established by local, division, and corporate value drivers.
• Design polished, relevant and timely internal communications in order to keep our workforce engaged and informed.
• Develop new policies, programs and culture-building initiatives to drive deeper employee engagement.
• Continually seek opportunities for improvements and implement “best practice” initiatives that streamline transactional activities, increase productivity, reduce costs, and improve customer service.
• Drive problem-solving activities to resolve department and business issues and inefficiencies and increase employee satisfaction.
• Coach and counsel management and employees in the interpretation and application of HR and organizational policies and procedures, assuring fairness and consistency.
• Ensure the resolution of complex employee relations issues by overseeing and/or conducting effective, thorough and objective investigations.

Critical Competencies

• Critical Thinking: Makes decisions and solve problems based on critical thinking. Demonstrated ability to collect and analyze complex data, establish facts and draw valid conclusions where limited information exists.
• Customer-Focused: Proactively seeks and responds to voice of customer in an attempt to provide the highest standards of service.
• Communication: Communicates accurate and complete information in a timely and transparent manner. Ability to communicate effectively with all levels of the organization.
• Influence: Strong business acumen with the ability to inspire and motivate and influence culture to create alignment between business goals and HR processes.
• Problem-Solver and Decision-Maker: Demonstrates creative and innovative thinking to think about, understand and creatively handle complex ideas, problems and situations.
• Business Competence: Ability to link HR, people and development matters with business goals.
• Interpersonal Effectiveness: Builds constructive and effective relationships; builds trust and treats others with respect; presents information and respond to questions with confidence; uses humility, diplomacy and tact.
• Subject Matter Expertise: Extensive and proven HR acumen. Strives to upgrade job knowledge and ability to add value beyond the HR function. Capable of leading and executing advanced, complex and/or corporate HR initiatives.
• Team Oriented Leadership: Builds cohesive teams. Inspires and motivates team members to perform at their best. Holds self and others accountable. Builds trust and treats others with respect. Demonstrates the ability deliver results through others.
• Change Agent: Demonstrated continuous improvement mindset with spirit and attitude to inspire and drive change and deepen personal knowledge and practical application of lean philosophies. Able to lead, implement and communicate organizational and other changes that impact employees and/or business.
• High Sense of Urgency: Ability to be highly productive and capable of thriving in a fast-paced, multi-shift environment that includes working under the pressure of production requirements, management requests, corporate/division deadlines, etc.
• Adaptability: Demonstrated flexibility and willingness to adapt to internal processes and change, delays or unexpected events. Able to respond to adversity or restrictions of the organization with resilience and tenacity.

• Bachelor’s degree required in Human Resources, Organizational Effectiveness or related field. 
• Master’s degree highly preferred.
• 5 years HR business partner experience; preferably within a global industrial manufacturing environment.
• Demonstrated track record of partnering with leaders to develop and implement talent strategies that produce measurable outcomes and drive business results.
• Excellent interpersonal and influencing skills to establish trust, credibility and rapport at all levels of the organization; seen as humble, direct, and authentic while possessing executive presence.
• Proven ability to be hands on, demonstrate resourcefulness, initiative, results-orientation.  Has a mindset of continuous improvement and can embrace Regal Rexnord’s 80/20 principles.
• Demonstrated ability to develop strong partnerships and influence resources outside one’s direct responsibility.

Travel: Up to 15%

Benefits

• Medical, Dental, Vision and Prescription Drug Coverage

• Spending accounts (HSA, Health Care FSA and Dependent Care FSA)

• Paid Time Off and Holidays

• 401k Retirement Plan with Matching Employer Contributions

• Life and Accidental Death & Dismemberment (AD&D) Insurance

• Paid Leaves

• Tuition Assistance

About Regal Rexnord

Regal Rexnord is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex/gender, sexual orientation, gender identity, age, ancestry, national origin, marital status, citizenship status (unless required by the applicable law or government contract), disability or protected veteran status or any other status or characteristic protected by law. Regal Rexnord is committed to a diverse and inclusive workforce. We are committed to building a team that represents diverse and inclusive backgrounds, perspectives, and skills. If you’d like to view a copy of the company’s affirmative action plan or policy statement, please email [email protected].  If you have a disability and you believe you need a reasonable accommodation in order to search for a job opening or to submit an online application, please e-mail [email protected].

Equal Employment Opportunity Posters

Notification to Agencies: Please note that Regal Rexnord Corporation and its affiliates and subsidiaries ("Regal Rexnord") do not accept unsolicited resumes or calls from third-party recruiters or employment agencies. In the absence of a signed Master Service Agreement or similar contract and approval from HR to submit resumes for a specific requisition, Regal Rexnord will not consider or approve payment to any third-parties for hires made.