Human Resources Business Partner

Position Summary

ITT is an industrial manufacturer of critical, engineered components that serve fast-growing end markets in transportation, flow, energy, aerospace and defense. The company’s differentiation is sustained through a combination of several factors: execution, the quality of its leadership and our DNA as an engineering leader. We have a clear purpose as an organization: to provide our customers with cutting-edge solutions to help solve their most critical needs.

The company generated 2023 revenues of $3.3 billion and is comprised of three distinct segments: Motion Technologies ($1.5B revenue) is a global leader in brake pads, shock absorbers and sealing solutions for the automotive and rail markets. Industrial Process ($1.1B revenue) is a global leader in centrifugal and twin-screw pumps for the chemical, energy, mining and industrial markets. Connect & Control Technologies ($0.7B) is a niche player in harsh environment connectors and control components in critical applications for the aerospace, defense and industrial markets.

ITT is headquartered in Stamford, Connecticut with employees in more than 35 countries and sales in approximately 125 countries.

 

ITT Aerospace Controls, headquartered in Valencia, California, provides fuel management, actuation, noise abatement and vibration isolation components to the aerospace industry.  Also provide customized and standard products for precision motion control, energy absorption and vibration isolation for industrial markets.

 

As a strategic HR Business Partner you will be part of a dynamic and fast paced manufacturing and technology culture; you will provide broad business partner support in planning, developing, and executing HR activities pivotal in helping the organization maintain its competitive edge; you will partner closely with site leaders and employees on a variety of fronts to support the design, implementation and administration of human resources projects and programs to meet organizational needs. Additionally, this position will support the functions necessary to procure, maintain, and enhance the human resource department to achieve the business objectives of the operation.

 

This position is not available for remote or hybrid work.

 

Essential Responsibilities

• Provides coaching and guidance to leaders on people and organization management processes in multiple areas including: talent acquisition, onboarding, employee relations, and performance management
• Provides support in fostering a world-class talent acquisition process focused on attracting and retaining high performing, diverse exempt and non-exempt talent  
• Leads/supports employee engagement, ITTer experience, and inclusiveness initiatives and process improvements to foster/sustain positive working environment 
• Provides advice and counsel to employees and leaders on employee relation issues to facilitate a positive resolution of work-related conflicts, with comprehensive knowledge of company policies, procedures, practices, state/federal labor laws and mandates
• Helps to manage and resolve complex employee relations issues. Conducts thorough and objective investigations as needed, assess risk and determine appropriate course of action, working closely with HR leadership and legal. Escalates more complex, sensitive or business-critical cases to the HR Value Center HR Leader. 
• Maintains in-depth knowledge of legal requirements related to day-to-day HR Management, reducing legal risks and ensuring regulatory compliance
• Assists employees with interpretation of company policies and respond to inquiries, concerns and grievances; assuring that employee perspectives are heard and considered
• Leverages data effectively as part of effective consultation to the business including observations of exit trends; and other areas of opportunity
• Manages onboarding process and ensures support to both managers and employees as part of and engaging new hire process.  
• Manage and administer employee leave of absences in compliance with corporate and state/federal laws
• Partner with Environment Health Safety in managing and monitoring Workers Compensation

Position Requirements

• 5+ years of progressive Human Resources Business Partner experience, preferably in mid to large-sized manufacturing organization.
• Experience in key human resources areas including: recruiting, training, compensation, benefits, performance management, employee development, and employee relations
• Continuous improvement mindset, someone who looks at ways to do things better and with speed and simplicity
• Track record in investigating and resolving complex employee relations issues
• Change management skills and a solid understanding of the actions needed to support