As the largest pureplay adhesives company in the world, H.B. Fuller’s (NYSE: FUL) innovative, functional coatings, adhesives and sealants enhance the quality, safety and performance of products people use every day. Founded in 1887, with 2024 revenue of $3.6 billion, our mission to Connect What Matters is brought to life by more than 7,500 global team members who collaborate with customers across more than 30 market segments in over 140 countries to develop highly specified solutions that enable customers to bring world-changing innovations to their end markets. Learn more at www.hbfuller.com.

The HR Business Partner (HRBP), GBU is an active member of an assigned business unit Leadership Team and holds HR leadership responsibility for that group. This role plays a critical part in shaping people strategy, driving talent initiatives, and enabling long‑term profitable growth. By aligning people strategies with business objectives and fostering a strong culture, the HRBP influences workforce planning, organizational capability, and employee performance. This individual must work independently, lead both long‑ and short‑term human capital strategies, and operate effectively in a dynamic and innovative environment.

Primary Responsibilities

40% Strategic Workforce Planning

• Build relationships with senior business leaders to offer thought leadership on organizational and people-related strategy and execution.
• Understand the business strategy and identify opportunities to increase alignment by helping business leaders identify, prioritize and build organizational capabilities, behaviors, structures and processes.
• Analyze workforce trends to model and forecast future labor requirements to support workforce planning for the assigned business or functional unit.
• Using data analytics, diagnose gaps between current and desired organization performance and deploy actions to resolve gaps, including organization redesign, headcount management, process change, coaching and training.
• Lead the annual succession planning process for the assigned leadership team, identifying talent gaps and bench strength needs to meet business plans.
• Support M&As by engaging, as appropriate, in due diligence, integration planning, communication, talent retention, policy alignment, cultural integration, legal compliance, employee support and post-merger evaluation to ensure the smooth integration of human capital and organizational processes.
• Lead the annual succession planning process for the assigned leadership team, identifying talent gaps and bench strength needs to meet business plans. (duplicate wording retained per your request)

20% Talent Development

• Act as the advocate for leading the talent management and development plans for the business or function unit, with a focus on enhancing the quality of leaders and building skills and capabilities of the workforce.
• Lead Key Leader, Pivotal Talent and Rising Star identification and development planning for the business or function.
• Understand and stay up to date on any changes or new initiatives within the business area that impact talent plans.
• Review key business performance targets and their related talent implications with the assigned leadership team.
• Partner with COEs as the voice of the business in determining appropriate development resources and training.

20% Projects and Initiatives

• Lead global and regional HR projects, as prioritized by the HRLT.
• Act as a liaison between the business, HR operations and HR Centers of Excellence (COEs) to ensure HR projects and initiatives are aligned with organizational needs.
• Understand and interpret employee sentiment inputs (Peakon) to identify needs, develop survey questions and identify solutions for broad impact across the assigned business unit or function.
• Develop strategies and initiatives to promote organizational culture aligned with the company's values and objectives.
• Lead change management efforts to support organizational transformations, including mergers and acquisitions, and cultural integration.
• Promote diversity and inclusion, assuring the assigned leadership team is creating and sustaining an environment that supports employees from diverse backgrounds.

10% Employee Life Cycle Management

• Provide expert HRBP guidance for the assigned leadership team, supporting that team for all aspects of the employee life cycle, including hires, terminations, mobility, job changes, compensation changes, workforce reductions and PPA/Merit.
• Coach senior leaders to improve leadership abilities, relationships among teams/individuals a