Talent Management and Organizational Development Business Partner

Hydro Extrusions is a world-leading aluminium extrusion business counting around 100 production sites in 40 countries and employing 20,000 people. Through our unique combination of local expertise, global network, and unmatched R&D capabilities, we can offer everything from standards profiles to advanced development and manufacturing for most industries.  Since 1905, Hydro has turned natural resources into valuable products for people and businesses with focus on a safe and good workplace for our 30,000 employees in more than 140 locations.

What we offer you

• Medical, Rx, Dental, Disability, Life Insurance, Flexible Spending Accounts
• Retirement Savings Plans with Company Match/Contributions
• Education Assistance
• Bonus Plan Eligibility
• Parental Leave

Job Summary:

This dual-role position serves as both the Organizational Development (OD) Leader for Hydro Extrusion North America (ENA) and the HR Business Partner (HRBP) for Corporate Functions and above-plant employees.

 

As the Organizational Development Leader, this role is responsible for designing, implementing, and continuously improving enterprise-wide talent management, employee engagement,  leadership development, succession planning, organizational design, and team effectiveness strategies that enable business performance and support ENA’s growth objectives.

 

As the HR Business Partner for Functional Leadership, this role provides strategic HR leadership to Corporate and Regional Vice Presidents and their teams, ensuring alignment between business priorities and HR strategy. The position acts as a trusted advisor to senior leaders and plays a critical role in workforce planning, organizational effectiveness, talent optimization, change management, and risk mitigation.

 

This is a highly visible and influential leadership role requiring both strategic capability and hands-on execution.

What you will be doing

Talent & Succession Management

• Lead enterprise talent review and succession planning processes.
• Develop and maintain a strong leadership pipeline aligned with current and future business needs.
• Integrate succession planning with workforce planning and business strategy.

Leadership, Employee Engagement & Team Development

• Design and implement leadership development frameworks, programs, surveys, and tools.
• Lead competency model development and integration into performance and talent processes.
• Facilitate team effectiveness sessions, including assessments and 360 feedback.
• Provide coaching to leaders to enhance capability, accountability, and performance.

Learning & Continuous Improvement

• Ensure talent development programs reinforce company culture and strategic priorities.
• Establish measurable outcomes and KPIs to evaluate program effectiveness.
• Continuously improve leadership and development solutions using internal and external best practices.

Strategic Business Partnership

• Serve as the primary HRBP to Corporate and Regional Leaders.
• Align HR strategy with functional business objectives.
• Partner with leadership on workforce planning, organizational structure, and talent optimization.
• Lead change management initiatives impacting functional teams.

 Workforce Planning & Talent Management

• Drive workforce planning strategies to ensure appropriate capability and capacity.
• Support leadership succession and development planning for functional teams.
• Ensure accountability for engagement, culture, and performance outcomes.

Labor Relations & Employee Relations (Above Plant Scope)

• Provide guidance on employee relations matters, investigations, and risk mitigation.
• Ensure compliance with federal, state, and local employment laws.
• Support consistent application of HR policies and practices across functional groups.

HR Governance & Operational Excellence

• Monitor and analyze HR KPIs to identify trends and improvement opportunities.
• Lead HR process improvements to enhance efficiency and effectiveness.
• Ensure alignment of HR systems, compensation practices, and policies with business needs.
• Support HR budget planning and resource optimization within scope.

Organizational Change & Risk Management

• Act as a change agent during restructures, workforce transitions, and transformation initiatives.
• Identify organizational risks and proactively develop m