HR Business Partner III
Posted
Whelen Engineering/GreenSource is seeking an accomplished HR Business Partner III to serve as the senior HR partner to GreenSource. This highly visible and influential role works directly with the GreenSource Executive Leadership Team to shape workforce strategy, strengthen leadership capability, guide organizational decisions, and support continued growth.
As a trusted advisor and coach, the HRBP will bring sound judgment, executive presence, and a strong command of HR practices to complex business and people matters. The successful candidate will build credibility quickly, offer candid and practical counsel, and confidently challenge assumptions or proposed actions when needed—while maintaining collaborative, solutions-focused relationships.
The HRBP will provide strategic and hands-on leadership across employee relations, workforce planning, talent, performance, compensation, organizational effectiveness, and change. Working closely with the HRBP Manager, Talent Management, Total Rewards, and HRIS & HR Operations, this role will translate enterprise programs into practical solutions aligned with GreenSource’s priorities.
Employee relations is a core accountability. The HRBP will independently lead investigations, advise on performance and conduct concerns, guide corrective action, coach managers through difficult situations, and help ensure fair, consistent, and well-documented employment practices.
Business Partnership & Workforce Advisory
- Serve as the highly visible, trusted strategic HR partner and primary advisor to the GreenSource Executive Leadership Team.
- Bring business acumen, sound judgment, discretion, and an experienced HR perspective to workforce, talent, organizational, and employee relations decisions.
- Provide candid, practical counsel; constructively challenge assumptions and proposed actions; and recommend solutions that balance business priorities, employee considerations, and risk.
- Coach executive and operational leaders on leadership effectiveness, organizational dynamics, workforce risk, and complex people matters.
- Use workforce data and business insight to anticipate talent needs, identify capability gaps and emerging risks, and influence proactive action.
- Represent GreenSource priorities with HR leadership and Centers of Expertise while ensuring alignment with Whelen’s values, policies, and long-term goals.
Employee Relations & Manager Coaching
- Own employee relations matters for GreenSource, including investigations, performance and conduct concerns, corrective action, policy interpretation, and risk assessment.
- Coach leaders and managers through difficult conversations, documentation, conflict resolution, and consistent application of Whelen policies and practices.
- Talent & Workforce Delivery
- Partner with leaders, the HRBP Manager, and Talent Management on workforce planning, recruiting, performance management, succession, talent reviews, career development, and leadership development.
- Advise on critical roles, skills, talent pipelines, hiring priorities, retention needs, and internal talent options.
- Prepare leaders for talent and succession discussions and translate outcomes into clear development, mobility, retention, and hiring actions.
- Use Career Pathways and Whelen’s job architecture to strengthen career conversations and internal mobility.
Compensation & Rewards Partnership
- Partner with the HRBP Manager and Total Rewards on offers, promotions, retention situations, job changes, annual compensation planning, and other pay decisions.
- Bring relevant business context to compensation decisions and guide leaders through salary bands, job architecture, policies, and decision frameworks.
- Help leaders communicate clearly about compensation, career progression, recognition, and Whelen’s broader employee value proposition.
Organizational Effectiveness & Change
- Advise executive and operational leaders on organizational design, role clarity, team effectiveness, leadership capability, and workforce implications.
- Guide workforce transitions and change initiatives, helping leaders anticipate people impacts and build effective adoption plans.
- Use employee feedback, engagement insights, and workforce trends to identify and address organizational effectiveness opportunities.
HR Integration & Service Delivery
- Coordinate across Talent Management, Total Rewards, HRIS & HR Operations, and other HR resources to deliver an integrated experience for leaders and employees.
- Reinforce manager and employee ownership of routine HR activities through HR Operations and Workday self-service.
- Identify recurring business or service issues and partner with the broader HR team to improve processes, tools, and handoffs.
Required
- 5+ years of progressive, business-facing HR experience, including an HR Business Partner or comparable role supporting senior leaders.
- Demonstrated success building trusted relationships with executive leaders and providing confident, candid, and practical counsel.
- Deep experience leading complex employee relations matters, including investigations, performance and conduct issues, corrective action, and manager coaching.
- Broad experience across talent, performance, workforce planning, recruiting, compensation, organizational effectiveness, and change.
- Strong executive presence, consulting capability, communication skills, business acumen, discretion, and judgment, with the confidence to influence and constructively challenge leaders.
- Working knowledge of employment practices and applicable employment laws, including sound judgment about when to escalate risk.
- Ability to use workforce data, HR systems, and business context to identify issues and develop actionable recommendations.
Preferred
- Experience in a manufacturing, engineering, industrial, or multi-site environment.
- Experience working within an HR model that includes Business Partners, Centers of Expertise, and centralized HR Operations or shared services.
- Familiarity with Workday or a comparable HCM platform.
- Comply with the EH&S Policy and applicable regulatory and company EH&S rules and requirement
- Report to supervision conditions or practices that are either unsafe or that may adversely impact environment, to ensure prompt resolution of potential hazards
- Attend scheduled EH&S training program
- Actively support the organization’s efforts to meet or exceed EH&S goals and plans
- Recommend improved EH&S practices
- Must be able to communicate effectively with co-workers, supervisors, and third parties. This ability to communicate requires the employee to be conversant in English as the majority of our workforce and the third parties that we encounter only speak English.
- The incumbent is responsible for complying with the policies in Whelen’s “Employee Handbook.”
Whelen Engineering is an equal opportunity employer and does not discriminate against any employee or applicant for employment based on race, color, religion, national origin, age, gender, sex, ancestry, citizenship status, mental or physical disability, genetic information, sexual orientation, veteran status, or military status.
This Job Description is to serve as a guide. It is intended to be flexible and will continue to evolve over time with business needs and demands and may be updated periodically and at the Company’s discretion.
Nothing in this position description changes or is intended to change the employment at-will relationship with the Company. Employment at-will means that an employee or the Company may terminate the employment relationship at any time, for any reason or no reason at all, with or without notice.