Senior HR Business Partner

Badger Meter - Where Every Drop Counts and So Do You
 

At Badger Meter, we're more than a leading global water technology company - we're innovators with a mission: to preserve and protect the world's most precious resource. For over 120 years, our trusted solutions have enabled our customers to optimize the delivery and use of water, maximize revenue and reduce waste.

Every employee at Badger Meter is an important part of our success. Here, your work doesn't just move a business forward - it shapes a more sustainable future. We are committed to building a workplace where we celebrate differences, empower voices, and encourage fresh ideas that drive innovation.

When you join us, you'll find:

• Purpose-driven work that makes a real difference in communities around the globe.

• Career growth and development opportunities designed to help you achieve your potential.

• A supportive, inclusive culture where collaboration and creativity thrive.

Be part of something bigger. At Badger Meter, your contributions will ripple far beyond the workplace - creating lasting change for people and the planet.

What You Will Contribute:
 

The Senior Human Resources Business Partner (Sr. HRBP) is a strategic advisor to Badger Meter’s business leaders. This role aligns people strategies with business objectives, using data, insight and strong business acumen to help leaders build high-performing, engaged teams. The Sr. HRBP is a true business partner – shaping organization design, talent and workforce plans, leadership capabilities, and change initiatives that support Badger Meter’s growth as a global leader in smart water solutions and flow measurement technologies.

Job Duties:

• Serve as a trusted advisor to US leaders across the business.
• Participate in business reviews and planning, translating business strategies into integrated people plans (organization, talent, capabilities, culture).
• Identify medium- and long-term capability needs (e.g., digital, analytics, automation, smart water solutions) and shape HR initiatives to address them.
• Assess organization structure, spans/layers and role clarity; recommend changes to improve agility, accountability and scalability across US sites.
• Lead workforce planning for assigned groups (headcount, skills, succession, critical roles)
• Support integration of acquisitions or new capabilities into US operations as needed.
• Partner with Talent Development to build targeted development plans for high-potential and critical talent in operations and technical roles.
• Support managers in career pathing, internal mobility and development planning aligned to our future-state water technology and digital skills.
• Coach leaders on leadership behaviors, decision-making, change leadership and team effectiveness.
• Strengthen manager capability in areas such as feedback, performance conversations, engagement, and inclusive leadership.
• Provide candid, constructive counsel, including the willingness to challenge leaders respectfully when needed.
• Guide annual goal setting, performance reviews and calibration for assigned groups.
• Help leaders link individual goals to business outcomes (safety, quality, delivery, cost, customer satisfaction).
• Support performance improvement plans, coaching leaders on how to manage performance issues consistently and fairly.
• Use engagement, eNPS and pulse feedback to identify themes and partner with leaders on action plans that strengthen culture and retention.
• Champion a culture aligned with Badger Meter’s values, Code of Conduct and ESG commitments.
• Lead or support change initiatives (reorganizations, technology/automation implementations, process changes) using structured change management approaches.
• Monitor progress of key people initiatives and report outcomes to HR and business leadership. Connect metrics to business outcomes: Link HR data (turnover, time-to-fill, absenteeism, safety, engagement, DEI, etc.) directly to operational and financial impacts.
• Partner with leaders to translate insights into specific actions (e.g., targeted development, retention plans for critical roles, manager training, changes in staffing models) with clear owners, timelines and success measures.
• Track, adjust and communicate impact: Establish baseline metrics, monitor progress over time, and regularly review what’s working or not—adjusting actions as needed and communicating wins and lessons learned back to leaders.

Education and Experience:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development or related field required.