RMEP HRBP - Director

We are seeking an experienced Human Resources Business Partner (HRBP) – Director to support the Rocky Mount Engine Plant (RMEP), the top revenue generating manufacturing facility within the Engine Business. Recent major investments in technology and equipment have significantly increased operational complexity across multiple areas. This environment presents an exceptional opportunity for an experienced HR practitioner to drive outcomes and create value as a strategic partner to the business. This position is based in Rocky Mount, NC and offers an onsite with flexibility work environment. 

The HRBP-Director role is a strategic advisor to Plant Management Leadership, influencing critical decisions that shape both operational performance and long-term organizational capability. Acting as a trusted consultant, the HRBP co-creates the workforce vision in collaboration with Plant Management, COEs, and HR People Support, then drives strategies to bring that vision to life. Key priorities include workforce planning, leadership succession, talent development, and positioning the site as an employer of choice.

Through data-driven insights and deep HR expertise, the HRBP anticipates risks, informs decisions, and ensures alignment with business objectives. Daily interactions with senior leaders focus on coaching, cultural alignment, and reinforcing leadership behaviors. The role demands exceptional communication and influence skills to secure tailored HR solutions, optimize labor costs, strengthen leadership culture, and maintain compliance. Ultimately, the HRBP enables the plant to achieve operational excellence while building sustainable organizational capability.

This role provides HR leadership and drives talent outcomes to enhance culture and enable business success, operating in service of and in partnership with the business to proactively engage, listen, and collaborate. By purposefully balancing enterprise and local needs, the HRBP Director shapes strategic solutions and interventions, leveraging the full HR function to deliver as ONE HR team. Through collaboration and strategic direction, this role influences outcomes across talent strategies, change management, and operational excellence, while fostering alignment with enterprise objectives, developing authentic leaders who embody Cummins Leadership Behaviors, and promoting a culture of continuous improvement.

In this role, you will make an impact in the following ways: 

• Workforce planning: Builds and delivers strategic workforce plans that connect talent strategies directly to business objectives.
• Strategic consulting: Engages with business leaders to understand critical issues and align HR priorities to current and future business needs.
• HR partnership: Operates in service of the business by proactively engaging, listening, and collaborating to identify strategic needs and shape effective solutions.
• Cross-functional facilitation: Leverages the full HR function as ONE HR team by coordinating roles, responsibilities, and outcomes across HR partners.
• Organization effectiveness: Identifies and leads improvements to organizational efficiency and effectiveness to support long-term business success.
• Change leadership: Develops and leads change management plans that strengthen culture, performance, and alignment to strategic goals.
• Leadership coaching: Invests in developing authentic, capable leaders by providing coaching, guiding development plans, and supporting succession readiness.
• Culture building: Uses listening strategies and employee insights to enhance engagement, strengthen the employee experience, and champion a positive culture.

To be successful in this role you will need the following: 

• Project management: Balancing scope, schedule, and resources to ensure initiatives deliver meaningful and sustained business impact.
• Change management: Applying structured processes and tools to guide individuals and teams through change in a way that achieves and sustains desired outcomes.
• Organization design: Using Cummins organization design principles to partner with leaders and create structures that support strategic goals and operational needs.
• Team effectiveness: Facilitating team development through observation, guided discussions, and structured tools that strengthen awareness and improve performance.
• Data analytics: Interpreting qualitative and quantitative data to identify patterns, generate insights, and enable data driven decision making that supports business priorities.
• HR consulting: Using sound judgment to diagn