SR MGR HR BUSINESS PARTNER

At TE, you will unleash your potential working with people from diverse backgrounds and industries to create a safer, sustainable and more connected world. 

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Job Overview

The Digital Data Networks (DDN) business unit at TE Connectivity has an exciting opportunity for a Sr. Manager, Human Resources Business Partner (HRBP), where you will work globally within a complex, fast‑paced environment to enable business outcomes through impactful people and organizational initiatives.

The HRBP will provide strategic HR partnership to several DDN functions, including the Chief Technology Office (CTO) and Product Development Engineering (PDE). In this role, the HRBP acts as a strategic leader, driving talent and organizational strategies aligned with business goals and operational requirements. The HRBP ensures clarity, accountability, and operational rigor across HR programs, while actively championing change management and organizational transformation. 

This position reports to the Director, HRBP Product Execution and partners closely with DDN functional leaders, fellow HRBPs, and the broader HR ecosystem across TE Connectivity. The role may be based remotely within the United States, providing flexibility while supporting a globally connected organization.

Job Requirements

Key Responsibilities:

Strategic Alignment & Leadership
•    Drive comprehensive HR strategies that support functional and business unit goals.
•    Serve as a strategic partner to functional leadership, enabling HR to drive business outcomes and organizational effectiveness.
•    Lead cross‑functional HR initiatives to deliver organizational capability and effectiveness at scale.

Operational Excellence
•    Ensure clarity, observability, and accountability in HR programs and processes.
•    Deliver results through HR team leadership and talent development.
•    Foster constructive collaboration and manage competing priorities across HR and business functions.

Change Management & Transformation
•    Champion change management and organizational transformation initiatives to ensure the business is enabled to perform at a high level as it grows and evolves.
•    Lead efforts to reimagine how HR operates by designing improved processes and establishing new ways of working that enable the business to move faster and more effectively.
•    Lead change management efforts that enable the organization to adapt, evolve, and operate effectively in a dynamic business environment.

Data Analytics & Workforce Insights 
•    Maintain and evolve routine HR reporting and workforce analytics, using advanced Excel capabilities (complex formulas, pivot tables, conditional formatting, and related tools) to drive efficiency and deliver timely insights.
•    Analyze employee and organizational data to identify trends, risks, and opportunities that impact workforce health and business performance.
•    Provide data-driven insights and recommendations to guide leaders in making informed organizational decisions.

Business Acumen & Cross-Functional Collaboration
•    Demonstrate strong business acumen and emotional intelligence as a strategic partner to senior leadership.
•    Enable HR to drive business outcomes and organizational effectiveness.
•    Operate effectively in complex, matrixed environments, building bridges across HR and business functions.
•    Lead with empathy and drive accountability in talent and organizational initiatives.
•    Lead HR initiatives for geographically dispersed teams, fostering global collaboration.
•    Partner extensively with business leaders across functions to deliver integrated HR solutions.

Talent Management & Workforce Development
•    Partner with Talent Acquisition to monitor, influence, and support the recruitment process, ensuring high‑quality, timely hiring and strong alignment to workforce plans.
•    Strengthen the talent pipeline by leading strategic workforce planning efforts and identifying critical capabilities needed for future success.
•    Drive the succession planning process, ensuring robust pipelines and facilitating meaningful discussions to accelerate development of high‑potential and succession talent.
•    Facilitate development planning and talent review conversations that leverage company programs and tools to support targeted growth, capability building, and career progression.

What your background should look like

•    Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
•    13+ years of progressive HR experience, including experience serving as a Human Resources Bus