HR Business Partner

Woodward is committed to creating a great workplace for all team members. Our company and its members are committed to acting with integrity, being respectful and accountable to one another, and staying humble and driven, while maintaining the highest professional and ethical standards.

We are steadfastly committed to attracting the best talent across our communities creating a rewarding workplace. Together we are fulfilling our purpose to design and deliver energy control solutions our partners count on to power a clean future.

Woodward supports our members’ wellbeing and regularly benchmarks with other companies in our industry to offer an extensive Total Reward package for this position. Salary will be determined by the applicant's education, experience, knowledge, skills, and abilities, as well as internal equity and alignment with market data. 

Estimated annual base pay: 104,000.00 (minimum) - 135,000.00 (midpoint) - 166,000.00 (maximum)

All Levels are eligible for the benefits below:

• All members included in annual cash bonus opportunity. 

• 401(k) match (4.5%)

• Annual Woodward stock contribution (5%)

• Tuition reimbursement and Training/Professional Development opportunities for all members  

• 12 paid holidays, including floating holidays. 

• Industry leading medical, dental, and vision Insurance upon date of hire

• Vacation / Sick Time / Vacation Buy-up / Short Term Disability / Bereavement leave. 

• Paid parental leave.

• Adoption Assistance  

• Employee Assistance Program, including mental health benefits. 

• Member Life & AD&D / Long Term Disability / Member Optional Life 

• Member referral bonus 

• Spouse / Child Optional Life / Optional AD&D / Healthcare and Dependent Care Flexible Spending 

• Voluntary benefits, including:  

  • Home / Auto Insurance discounts 

  • Whole Life Insurance / Critical Illness Insurance / Legal Assistance / Military Leave 

Key Responsibilities:

• Strategic Business Partnership: Act as a trusted HR advisor to corporate leaders, aligning talent, organizational, and leadership strategies with short- and long-term business objectives. Influence decisions using sound judgment, business acumen, and data-driven insights.

• Purposeful Workforce & Talent Planning: Anticipate future talent and capability needs through workforce planning, succession, and pipeline development. Partner with leaders to proactively address risks, opportunities, and organizational readiness.

• Leadership & Organizational Effectiveness: Coach and influence leaders to elevate performance, accountability, and engagement. Support org design, role clarity, and operating model changes that enable agility and execution.

• Employee Relations & Trusted Coaching: Serve as a steady, experienced presence in complex employee and leadership matters. Guide leaders through sensitive people decisions with a balanced approach that manages risk while reinforcing culture and values.

• Operational Excellence & One-HR Collaboration: Ensure flawless execution of core HR processes (performance, rewards, talent reviews, engagement). Partner across HR COEs to deliver a seamless, high-quality experience aligned to business cadence and decision points.

Key Skills:

• Seasoned HR Business Partner Experience: Demonstrated success supporting senior leaders in a complex, corporate or matrixed environment.

• Collaborative “One HR” Mindset: Strong partner across HR functions & COEs, ensuring aligned solutions and a unified experience for leaders and employees.

• Strong Business Acumen: Deep understanding of how organizations operate; able to connect people strategies to financial, operational, and strategic outcomes.

• Influence Without Authority: Proven ability to challenge thinking, shape decisions, and gain buy-in through credibility and relationships.

• Data-Driven Decision Making: Comfortable leveraging workforce data, trends, and KPIs to inform recommendations and prioritize impact.

• Leadership Coaching Capability: Skilled at coaching leaders through performance, development, and change—not taking over, but enabling ownership.

• Organizational Design & Change Experience: Experience supporting org changes, role clarity, and structural shifts while maintaining engagement and execution.

• Employee Relations Expertise: Sound judgment handling complex people issues with professionalism, empathy, and risk awareness.

• Strategic Planning & Priorit