The Role
Serves as a strategic HR advisor to business leaders, translating organizational priorities into workforce, talent, succession, leadership, and culture strategies. Partners on organizational design, transformation, change management, performance effectiveness, and employee relations. Uses people metrics to identify workforce risks, guide decisions, and measure organizational health while ensuring compliance with employment legislation and HR governance.
Summary Generated by Built In
Key Accountabilities
Strategic Business Partnership
- Serve as a strategic advisor, contributing to business planning, organizational priorities, and key people decisions
- Translate business strategy into a clear people and organizational capability agenda
- Provide thoughtful challenge, coaching, and data-driven insights to strengthen leadership decisions and organizational performance
Organization and Workforce Strategy
- Shape organizational structures, role clarity, governance, and operating models to support business growth and effectiveness
- Partner with leadership on organizational transformation, restructuring, integration, and change-management initiatives
- Identify organizational risks and capability gaps and develop practical, forward-looking solutions
Talent and Succession
- Drive talent reviews, succession planning, critical-role identification, and leadership pipeline development
- Build differentiated development strategies for high-potential employees, emerging leaders, and critical talent
- Strengthen the quality of talent decisions through consistent assessment, calibration, and development planning
Leadership and Culture
- Coach and advise leaders on leadership effectiveness, team dynamics, employee engagement, and organizational health
- Build leadership and managerial capability, with particular emphasis on accountability, performance, collaboration, and change leadership
- Champion Armstrong’s values and support the evolution of a high-performance, inclusive, and employee-focused culture
Performance and Organizational Effectiveness
- Strengthen the effectiveness of performance management by improving goal quality, feedback, differentiation, and accountability
- Develop and monitor people metrics that provide insight into workforce health, talent risks, productivity, and organizational effectiveness
- Ensure enterprise HR programs are adapted and implemented in a manner that supports regional business priorities
Employee Relations and Governance
- Provide strategic oversight and guidance on sensitive employee relations matters, balancing business requirements, employee experience, and risk
- Ensure alignment with applicable employment legislation, internal policies, and organizational governance standards
- Leverage plant HR, employee relations, and industrial relations knowledge to anticipate and manage workforce risks
Key Skills and Qualifications
- 5+ years of progressive HR experience with strong strategic HRBP expertise.
- Bachelor’s degree in HR, Business Administration, or related field required; equivalent experience may substitute.
- Proven ability to advise senior leaders and translate business priorities into people and organizational strategies.
- Experience supporting salaried and operational/manufacturing populations; manufacturing, industrial, engineering, or related experience preferred.
- Expertise in workforce planning, organizational design, talent management, succession, leadership development, and change management.
- Experience in growth/evolving organizations and developing scalable HR frameworks and processes.
- Strong commercial acumen with ability to connect operational and financial drivers to workforce decisions.
- Ability to use people data and insights to diagnose issues, influence decisions, and measure impact.
- Strong executive presence, stakeholder management, and ability to challenge and influence senior leaders.
- Independent, accountable, adaptable, and pragmatic, with sound judgment and ability to navigate ambiguity while maintaining business focus.
Skills Required
- 5+ years of progressive HR experience with strong strategic HR business partner expertise
- Bachelor's degree in Human Resources, Business Administration, or a related field; equivalent experience may substitute
- Experience advising senior leaders and translating business priorities into people and organizational strategies
- Experience supporting salaried and operational or manufacturing populations
- Expertise in workforce planning, organizational design, talent management, succession, leadership development, and change management
- Experience working in growth-oriented or evolving organizations and developing scalable HR frameworks and processes
- Strong commercial acumen and ability to connect operational and financial drivers to workforce decisions
- Ability to use people data and insights to diagnose issues, influence decisions, and measure impact
- Strong executive presence, stakeholder management, and ability to challenge and influence senior leaders
- Independent, accountable, adaptable, and pragmatic judgment with the ability to navigate ambiguity
- Manufacturing, industrial, engineering, or related experience
Armstrong Fluid Technology Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Armstrong Fluid Technology and has not been reviewed or approved by Armstrong Fluid Technology.
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Retirement Support — Feedback suggests certain U.S. roles advertise a 401(k) match of up to 5%, which is viewed as a solid foundational benefit. Some also note immediate eligibility for core benefits, adding perceived stability.
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Healthcare Strength — Feedback suggests some U.S. postings include medical, dental, and vision coverage starting on day one. This immediacy is seen as a practical advantage for new hires.
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Leave & Time Off Breadth — Feedback suggests employees in some locations receive baseline vacation (e.g., about three weeks) and standard holiday shutdowns. These elements contribute to predictable time off for full-time staff.
Armstrong Fluid Technology Insights
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Armstrong Fluid Technology Culture & Values
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The Company
What We Do
Armstrong Fluid Technology is a global leader and innovator in the design, engineering, and manufacturing of intelligent fluid-flow equipment, control solutions, and optimization technologies. Focusing on HVAC, plumbing, and fire safety applications, the company provides energy-efficient and cost-effective solutions and performance management services to building and facility professionals worldwide, leveraging edge computing, IoT, and machine learning to optimize building mechanical systems.
