Directing HR Business Partnership is the core of this role, providing strategic HR leadership for an assigned functional group and advancing key organizational priorities across the business. The Director coordinates business-unit execution of enterprise talent and succession processes, ensuring leadership decisions, successor development, and organizational actions are implemented consistently across functions, manufacturing facilities, and distribution centers. This role applies and activates enterprise frameworks within the business unit and partners closely with Corporate HR Centers of Expertise.
Responsibilities
Serve as the primary HR Business Partner for an assigned functional group
Develop a strong understanding of the function’s strategy, operations, organizational structure, talent, and capability requirements
Advise the functional leader and leadership team on organizational effectiveness, leadership, performance, talent, and employee matters
Translate business priorities into integrated people, organization, and capability plans
Coach leaders on team effectiveness, performance management, employee development, and organizational change
Lead function-specific talent, succession, and organizational discussions
Coordinate support from Employee Relations, Compensation, Benefits, Talent Acquisition, and other specialized HR resources
Identify and escalate significant employee, organizational, succession, or retention risks
Ensure leaders execute agreed-upon people, development, and organizational actions
Design and facilitate interventions that improve organizational structure, role clarity, decision effectiveness, cross-functional collaboration, and leadership-team performance
Evaluate whether organizational changes are producing the intended business and workforce outcomes
Partner with leaders, HR Business Partners, and communications resources to develop practical change and engagement plans
Equip leaders and managers to communicate change, address resistance, and reinforce new expectations and ways of working
Establish adoption measures and monitor whether changes are implemented and sustained
Facilitate senior-leadership discussions to clarify design criteria, evaluate alternatives, and align on recommendations
Support organization design by clarifying capabilities, roles, accountabilities, spans, layers, governance, and decision rights
Partner with Corporate HR Centers of Expertise, Compensation, and Legal to ensure proposed designs align with enterprise principles, job architecture, and approval requirements
Facilitate talent calibration across functions, manufacturing facilities, and distribution centers
Millions of jobs, with real people getting hired every day
200,000+
New jobs added daily
7,000,000+
Verified job listings
1,000,000+
Tailored applications submitted
Build an integrated view of successor readiness, retention risks, capability gaps, and internal mobility opportunities
Ensure talent and succession discussions result in specific, measurable actions
Track development and succession commitments and reinforce leadership accountability for progress
Support meaningful development plans for successors, high-potential employees, and leaders in critical roles
Facilitate leadership-team effectiveness sessions, talent discussions, and capability workshops
Lead change-management activities for significant business-unit initiatives, including organization redesign, operating-model changes, acquisitions, integrations, technology implementations, and capability transformations
Lead organizational diagnosis and design for significant business-unit, cross-functional, and multisite initiatives
Coordinate business-unit execution of enterprise talent-review and succession-planning processes
Partner with HR Business Partners and leaders to identify critical roles, succession risks, leadership gaps, high-potential employees, and development priorities
Connect business-unit needs with available enterprise development programs, assessment resources, and career opportunities
Manages a team of three professionals responsible for learning & development, talent practices, and talent acquisition
Requirements
Bachelor’s degree in Human Resources, Organizational Development, Business, Psychology, or a related field
Significant progressive experience in Human Resources, including experience serving as an HR Business Partner or providing broad-based HR consultation to senior business leaders
Experience facilitating talent reviews, succession planning, leadership development, or related people processes
Strong understanding of business operations and the ability to connect people and organization decisions to business performance
Experience working within a matrixed organization and influencing leaders without direct authority
Strong consultation, facilitation, diagnosis, and executive-communication skills
Nice to have:
Experience supporting a nationally dispersed manufacturing, distribution, or operations-intensive organization
Experience with acquisitions, integrations, operating-model transformation, or large-scale organizational change
Formal training or certification in change management, organizational development, assessment, or facilitation
Benefits
Recognized and award-winning reputation for equality, diversity and inclusion, flexibility, work-life balance, and more
Comprehensive benefit plans
Retirement and savings programs
Tuition reimbursement
Employee incentive programs
Resources for mental, physical, and financial wellbeing
LinkedIn Learning access
Internal opportunities to work on projects cross-company
Four employee-led and self-directed Business Resource Groups
Paid volunteer day annually
Employees share their time, skills, and talent with charities and nonprofit organizations across the U.S. and around the globe
Important Details
Work format: hybrid in our Carmel, Indiana headquarters
About the Company
At Delta Faucet, we are committed to transforming everyday experiences with water through innovative products and exceptional service. As a leader in the plumbing industry, we take pride in our dedication to quality, sustainability, and customer satisfaction. We believe that diverse perspectives strengthen our mission to create solutions that inspire and elevate the lives of all our customers.
At Delta Faucet Company, passion for water flows through everything we do, whether it’s with our namesake and flagship Delta® brand, or our other company brands that include Newport Brass®, Brizo®, Kraus®, and Peerless®.
