[Hiring] Human Resources - BP @J.D. Power

Role Description

The People & Culture Business Partner (P&CBP) is a strategic partner to senior leaders, supporting multiple P&L business units to achieve business objectives through effective people strategies. This role brings strong business acumen, trusted advisory capability, and a deep understanding of how talent, performance, and organizational design enable sustainable results. Partnering across North America and collaborating with global People & Culture colleagues, the P&CBP translates business strategy into integrated people plans while supporting leaders through growth, change, and transformation.

What You’ll Be Doing in This Role:

• Partner with senior and executive leaders across multiple P&Ls to align people strategies with business goals, financial outcomes, and operating priorities.
• Act as a trusted advisor, providing pragmatic counsel on leadership, talent, organizational effectiveness, and employee experience.
• Translate business strategy into people cycle plans leveraging workforce planning, talent, performance, and capability levers.
• Coach leaders on effective performance management, including goal setting, feedback, development conversations, and performance improvement.
• Support consistent application of performance frameworks to drive accountability, engagement, and productivity.
• Lead and support talent assessments for critical roles and skills, including talent identification, readiness assessment, and development planning.
• Partner with leaders to align workforce plans, structure, and skills with current and future business needs.
• Use data, trends, and business insight to inform talent recommendations and measure the impact of policies and people initiatives.
• Provide strategic and hands-on support for organizational design, role clarity, and restructuring initiatives.
• Support change management by advising leaders on impacts, stakeholder communication, and engagement and adoption.
• Assess organizational effectiveness and recommend improvements to structure, governance, and ways of working.
• Manage and resolve complex employee relations issues, conducting objective and compliant investigations as required and partnering with Legal to mitigate risks.
• Collaborate closely with specialist P&C teams (Talent Acquisition, L&D, Total Rewards, Employee Experience) to deliver solutions and support to the business.
• Identify capability and development needs and partner on learning initiatives.
• Provide policy guidance, including compensation, promotions, transfers, and role changes.
• Contribute to broader P&C projects and support people workstream for M&A activity.

Qualifications

• 8+ years of progressive HR experience, including at least 5 years as a People & Culture (HR) Business Partner supporting P&L business units.
• Proven experience partnering with senior and executive leaders in complex, matrixed environments.
• Demonstrated expertise in performance management, succession planning, workforce planning, and organizational design.
• Experience supporting transformation initiatives with the ability to manage multiple priorities and stakeholders in a fast-paced environment.
• Strong business and financial acumen.
• Excellent coaching, communication, and influencing skills.
• Strong project management and initiative ownership capability.
• Solid knowledge of employment legislation and regulatory requirements (e.g., ESA, FLSA).
• Proficiency with O365 and Workday or comparable HRIS.
• University degree in HR, Business, or equivalent experience.

Requirements

• Master’s degree in HR, OD, or related field (preferred).
• CHRL, SHRM CP/SCP, or equivalent designation (preferred).
• Exposure to European employment legislation and practices is considered an asset (preferred).
• Experience supporting technology, analytics, engineering, utilities, or similarly complex environments (preferred).

Benefits

• This position has a starting salary range of $130,000.00 – $140,000.00 USD per year.
• An employee’s pay within the range is determined by a number of factors, including relevant skills, education, qualifications, experience, performance, business or organizational needs, and geographic location.