About Us:
BW Design Group is a fully integrated architecture, engineering, construction, system integration, and consulting firm committed to helping our clients realize their most critical goals from Strategy to Commercialization. As the only firm born from a manufacturing technology company to become an independent and fully integrated firm, we combine deep domain expertise in the manufacturing environment with an approach that is built to serve the dynamic needs of our clients. Rooted in our distinct culture of Truly Human Leadership, we cultivate the leaders who will define tomorrow and partner with our clients in the food & beverage, life sciences, industrial, and advanced technology industries to build the future of manufacturing and technology.
Job Description:
Who You'll Work With
At Design Group, you'll collaborate with experienced leaders, technical specialists, and subject matter experts to solve complex challenges for some of the world's leading companies. You'll join a growing team of more than 1,500 professionals across 45 U.S. offices where you'll be empowered to make an impact, develop your expertise, and grow your career.
What You'll Do
In this role, you'll be responsible for serving as a strategic advisor to business leadership, translating business priorities into People, talent, and organizational strategies that enable performance and growth. You'll work closely with business leaders, HR Generalists, Senior HR Generalists, and the broader People Team to anticipate workforce needs and address the organization's most complex People priorities. Rather than responding to needs as they arise, you'll bring insight, perspective, and recommendations grounded in a deep understanding of the business, its market, and its talent. This position plays an important role in how the organization attracts, develops, and retains its people, giving you the opportunity to directly influence leadership decisions and business outcomes.
- Advise business leadership as a strategic People partner, translating business objectives, market conditions, and workforce dynamics into People strategies that drive performance
- Identify organizational, talent, leadership, and retention risks early and recommend solutions before they become significant business issues
- Guide leaders on talent strategy, succession, performance, development, and retention to build strong leadership pipelines
- Analyze People data and business insights to diagnose organizational issues, surface trends, and deliver actionable recommendations
- Coach and challenge leaders to strengthen leadership effectiveness, accountability, Team Member experience, and organizational performance
- Lead complex and high-risk Team Member relations, performance, and organizational change matters to resolution
- Drive the People strategy and change-management approach for significant business and organizational initiatives
- Partner with Talent Acquisition and business leaders to address strategic workforce and critical talent needs
- Translate enterprise People priorities into meaningful action within supported areas, bringing business perspectives back to the broader People Team
- Collaborate with Senior HR Generalists and HR Generalists to ensure operational People needs are executed effectively while maintaining visibility into trends and risks
- Lead and contribute to enterprise People initiatives, continuous improvement efforts, and cross-functional projects
What You'll Bring
Qualifications
- Bachelor's degree in Human Resources, Business, or a related field, or equivalent relevant experience
- 8+ years of progressive Human Resources experience, including experience advising business and senior leaders
- Experience leading talent strategy, succession planning, and performance management for a business unit or client group
- Experience managing complex and high-risk employee relations matters and organizational change initiatives
- Experience using People data and workforce analytics to identify trends and develop recommendations for leadership
Compensation
The approximate pay range for this position is $100,000 –$130,000. Please note that the pay range provided is a good faith estimate for the position at the time of posting. Final compensation may vary based on factors including but not limited to background, knowledge, skills, and abilities, as well as geographic location of the position.
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At Barry-Wehmiller we recognize that people come with a wealth of experience and talent beyond just the technical requirements of a job. If your experience is close to what you see listed here, please still consider applying. We know that our differences often can bring about innovation, excellence and meaningful work—therefore, people from all backgrounds are encouraged to apply to our positions. Please let us know if you require reasonable accommodations during the interview process.
Barry-Wehmiller is an equal opportunity employer. M/F/D/V This organization uses E-Verify.
Company:
Design GroupSkills Required
- Bachelor's degree in Human Resources, Business, or a related field, or equivalent relevant experience
- 8+ years of progressive Human Resources experience, including experience advising business and senior leaders
- Experience leading talent strategy, succession planning, and performance management for a business unit or client group
- Experience managing complex and high-risk employee relations matters and organizational change initiatives
- Experience using People data and workforce analytics to identify trends and develop recommendations for leadership
Barry-Wehmiller Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Barry-Wehmiller and has not been reviewed or approved by Barry-Wehmiller.
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Retirement Support — A 401(k) with immediate vesting and a defined company match is provided, supporting structured long‑term savings. Plan specifics are documented in the current benefits handbook.
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Parental & Family Support — Paid parental leave is available for both birth and secondary caregivers, complemented by family‑building supports such as fertility benefits. Company‑paid disability coverage offers additional income protection around family events.
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Wellbeing & Lifestyle Benefits — A wellness incentive program can significantly reduce medical premiums when requirements are met. Telehealth and second‑opinion services, along with other resources, broaden everyday support.
Barry-Wehmiller Insights
What We Do
We’re Building A Better World. We’re more than just a successful capital equipment and engineering solutions firm. We’re an organization fiercely committed to improving the lives of our team members across the globe. By providing meaningful work in an environment of care and compassion, we send them home fulfilled by their time with us, rather than drained by it. We understand what every human being on the planet desires: to know that who they are and what they do matter. As a business, we have a unique opportunity to let them know that they do. Through our Truly Human Leadership culture and personal growth initiatives, we help them become their best selves. And when we bring out their best, they give their best. To their work, their team members and friends, our customers and suppliers, the people in the communities in which they work and live, and--most important of all--to their families. And before you know it, a better job has helped build a better world!
