HR PARTNER III

Job Overview

Location: Mansfield, OH

Business Unit: Aerospace, Defense & Marine (AD&M) - relays

The HR Regional / Business Partner serves as a trusted, on‑site business partner to plant and functional leadership, accountable for translating business priorities into people strategies that drive performance, engagement, and capability. As part of the North America HR Regional Team, this role balances local leadership presence with regional consistency and standardization, operating as a visible member of the site leadership team while leveraging shared HR capabilities across the region. This position is within a unionized environment.

This role is hands‑on, plant‑based, and business‑facing, with accountability for execution excellence, workforce strategy, and culture.

This position will be closely partnered with HR Business leaders in the Aerospace, Defense, and Marine (AD&M) Business Unit to guarantee alignment in approaching business needs. Within AD&M, we encourage and embrace everyone's unique differences, and we want to leverage the power of those differences to drive the innovations of tomorrow by operating with our core cultural beliefs: People First, Think Customer, Mind What Matters, Get It Right, Own It, and Be Bold.

Key Responsibilities

Business Partnership & Leadership

• Act as the primary HR business partner to the Plant Manager and site leadership team.
• Support Site Complexity Assessment and implementation of the operating model, ensuring workforce structure, leadership layers, and HR practices align to site complexity.
• Participate as a full member of the plant leadership team, with regular site presence and engagement in the manufacturing environment.
• Translate BU and site strategy into clear workforce, talent, and culture priorities.

Workforce & Talent Strategy

• Develop and execute a site‑specific workforce plan aligned to AD&M business cycles, growth plans, and skill requirements.
• Embed career paths and competency frameworks into talent planning, development, and succession discussions.
• Partner with regional HR and COEs on talent planning, succession, performance management, and compensation cycles.
• Coach leaders on performance, engagement, retention, and leadership effectiveness.

Employee Relations & Culture

• Experience interpreting and operating within the constraints of a Collective Bargaining Agreement.
• Lead positive employee relations through proactive coaching, issue resolution, and culture reinforcement.
• Drive action planning from Every Voice Counts engagement results and hold leaders accountable for outcomes.
• Serve as a visible champion of safety, inclusion, accountability, and TE values.

Operational Excellence & Change

• Lead and support change management tied to organizational alignment, business growth, and operational transformation.
• Identify HR process improvement opportunities and partner with the regional team to drive standardization and scalability using TEOA (lean operating model).
• Ensure disciplined execution of HR programs, policies, and compliance requirements.

Regional & Enterprise Integration

• Operate within the HR Regional Partner model, aligning local actions to regional standards.
• Leverage HR Service Centers and COEs for delivery while maintaining local ownership and accountability.
• Collaborate across sites and BUs to share best practices and improve HR capability at scale.

What your background should look like:

Experience & Capability

• Bachelor’s degree required, HR or related field preferred.
• 5-7+ years of progressive HR experience, with demonstrated success as an HRBP or HR Generalist in a manufacturing or operational environment within a unionized environment
• Proven ability to influence and partner with leaders in a matrixed organization.
• Strong balance of strategic thinking and hands‑on execution.
• Must have experience working within a Union environment.

Leadership & Style

• Credible coach and advisor who earns trust through presence, judgment, and follow‑through.
•  Experience collaborating with union representatives, often requiring strong negotiation and conflict resolution.
• Comfortably operating in ambiguity while driving structure, discipline, and results.
• Data‑informed, process‑oriented, and biased toward action.
• High emotional intelligence with the ability to challenge leaders constructively.

Operating Expectations

• On‑site role with regular plant‑floor engagement.
• Travel within regions up to ~10%.
• Commitment to safety, compliance, and ethical leadership.

Competencies