Senior HR Business Partner

Imagine working at the forefront of innovation in fluid-flow technology, with colleagues across the globe, and contributing to a legacy of excellence that spans eight manufacturing facilities on four continents. Armstrong Fluid Technology is more than just a leader in our industry; we are a community of the brightest and most creative minds, driven by a shared mission to engineer the future and safeguard our planet.

As part of our team, you'll be immersed in an environment that fosters growth, creativity, and collaboration. Here, you'll have the opportunity to push boundaries, tackle exciting challenges, and develop cutting-edge solutions that promote energy efficiency and reduce environmental impact. Every day offers the chance to make a meaningful contribution to a more sustainable future, driving innovations that help lower global carbon footprints. Together, we’re creating a legacy that goes beyond business—one that’s changing the world for the better.

The Senior HR Business Partner is a strategic partner to business leaders at Armstrong Fluid Technology, supporting the achievement of business and operational objectives through effective people, talent, and organizational strategies.

The role partners with leaders across Engineering, Product Management, Sales, Service, Manufacturing, Supply Chain, Operations, and Corporate Functions to translate business priorities into workforce and organizational solutions.

Key Responsibilities

Strategic Business Partnership

• Serve as a trusted HR advisor to senior leaders and functional leadership teams.


• Translate Armstrong's business strategy, annual operating priorities, and growth plans into actionable people strategies.


• Partner with leaders to understand business challenges, workforce implications, capability requirements, and organizational risks.


• Challenge and influence leaders on people decisions using data, business context, and sound HR practices.


• Provide proactive advice on organizational health, workforce effectiveness, talent risks, and leadership capability.


• Partner with leaders across both office and manufacturing populations , adapting HR solutions to different workforce environments.

Workforce Planning & Organizational Design

• Lead workforce planning for assigned business units, including current workforce analysis, future capability requirements, succession risks, and hiring needs.


• Partner with leaders on headcount planning and workforce budgets in alignment with business plans.


• Support organizational restructuring, role realignment, reporting-line changes, and organizational redesign.


• Evaluate spans of control, layers, role clarity, decision rights, and organizational effectiveness.


• Conduct or support job analysis, job evaluation, role mapping, and organizational leveling.


• Identify opportunities to improve workforce productivity, eliminate organizational duplication, and build scalable structures.


• Support workforce planning across Armstrong's manufacturing, engineering, product, sales, service, and corporate environments.

Talent Management 

• Partner with leaders to identify critical roles, high-potential talent, key contributors, and succession risks.


• Facilitate talent reviews and succession planning for critical leadership, technical, and functional positions.


• Develop actionable succession plans and talent movement strategies.


• Partner with Talent & Development to create development plans for identified successors and high-potential employees.


• Identify critical technical capabilities required to support Armstrong's future growth and product portfolio.


• Support career pathways and internal mobility across Armstrong's global organization.


• Strengthen talent pipelines for engineering, product management, manufacturing, sales, service, and leadership roles.

Performance & Talent Development

• Partner with leaders to drive Armstrong's performance management process and ensure meaningful goal setting, feedback, calibration, and development discussions.


• Coach managers on effective performance conversations and differentiated performance management.


• Identify organizational performance trends and capability gaps.


• Support managers in developing high-performing teams and addressing sustained underperformance.


• Connect performance outcomes with talent reviews, succession, development, and career planning.


• Promote a culture of continuous feedback, accountability, and performance excellence.

Leadership & Capability Development

• Identify leadership capability gaps within assigned business units and develop targeted interventions with Talent & Development.


• Support Armstrong's Leadership Academy, functional academies, and technical capability-building initiatives.


• Partner with Engineering, Product, Manufacturing, Sales, and Service leaders to identify critical technical capabilities and future skills.


• Support development of technical career pathways and knowledge-transfer strategies for critical technical roles.


• Coach leaders and managers on leadership effectiveness, team performance, employee development, and organizational effectiveness.


• Support Armstrong's Graduate Development and early-career talent programs where applicable.

Employee Relations & Manager Advisory

• Provide trusted advice to managers on employee relations, performance concerns, workplace issues, investigations, and policy application.


• Ensure consistent and fair application of Armstrong's HR policies and practices.


• Support leaders in managing complex employee situations while balancing employee experience, business requirements, and organizational risk.


• Partner with HR leadership and Legal on complex or high-risk employee relations matters.


• Identify recurring employee relations trends and recommend preventative actions.

Compensation & Workforce Decisions

• Partner with Compensation & Benefits on promotions, organizational changes, compensation decisions, and internal equity.


• Provide business context for compensation and talent decisions.


• Support annual merit, incentive, promotion, and talent review processes.


• Identify retention risks associated with critical technical, leadership, or commercial talent.


• Support effective workforce cost management while protecting critical organizational capabilities.

HR Process & Digital Transformation

• Partner with HR Operations, HR Technology, and Centres of Excellence to continuously improve HR processes.


• Identify opportunities to simplify, standardize, automate, and digitize HR workflows.


• Support adoption and effective use of Armstrong's HR technology and people processes.


• Provide business feedback on HR systems, processes, and employee/manager experience.


• Contribute to enterprise HR transformation initiatives.

Qualifications

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


• 8+ years of progressive HR experience, including significant HRBP experience.


• Experience supporting senior leaders in a complex, multi-functional organization.


• Experience in a manufacturing, industrial, engineering, technology, HVAC, building systems, or other technical environment strongly preferred.


• Demonstrated experience in organizational design, workforce planning, talent management, succession, performance management, and employee relations.


• Experience supporting restructuring, organizational transformation, or significant change initiatives.


• Strong understanding of both corporate/office and manufacturing/shopfloor workforce environments.


• Strong business and financial acumen.


• Ability to work effectively in a global and geographically distributed organization.


• CHRL, CHRP, SHRM, or equivalent certification is an asset.