Sr. HR Business Partner

Woodward’s Diversity, Inclusion and Belonging Commitment

At Woodward, no matter where you are from, your physical appearance, or how you identify, you deserve the opportunity to reach your greatest potential. We are on a journey to achieve this as an organization and want to work closely with our members to set the right path.

We humbly acknowledge this will be an imperfect journey. Yet, we are steadfastly committed to embracing the power of diverse people, perspectives, and experiences for our current members, attracting the best talent across our communities, and creating an inclusive and rewarding workplaces for all.

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:  $84,800.00 (minimum) - $106,000.00 (midpoint) - $127,200.00 (maximum)

• 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 planning: HR Business Partner II is responsible for developing and implementing HR strategies and plans that align with the organization's goals and objectives. They analyze HR metrics and data to identify trends and opportunities for improvement and provide recommendations to senior management.

• Talent management: HR Business Partner II is responsible for managing talent acquisition, retention, and development. They work closely with hiring managers to identify talent gaps and develop recruitment strategies and manage the performance management process to ensure employees are meeting expectations.

• Employee relations: HR Business Partner II is responsible for managing employee relations issues, including conflict resolution, disciplinary actions, and escalation procedures. They work closely with managers and employees to resolve issues and ensure a positive and productive work environment.

• Compliance: HR Business Partner II is responsible for ensuring compliance with all relevant laws and regulations related to HR, including labor laws, employment standards, and health and safety regulations. They work closely with legal counsel to ensure policies and procedures are in compliance with all applicable laws.

• HR analytics: HR Business Partner II is responsible for analyzing and reporting on HR metrics and data to identify trends and opportunities for improvement. They work with People Analytics to develop and maintain HR dashboards and reports to provide senior management with insights into HR performance and trends.

Key Skills:

• Strategic thinking: HR Business Partner II should be able to think strategically and develop HR strategies that align with the organization's goals and objectives.

• Business acumen: HR Business Partner II should have a good understanding of the business operations and financials to align HR strategies with business goals.

• HR knowledge: HR Business Partner II should have a thorough understanding of HR best practices, policies, and procedures, and stay up to date with the latest HR trends and laws.

• Talent management: HR Business Partner II should have strong talent management skills, including talent acquisition, development, and retention.

• Employee relations: HR Business P