HR Business Partner

About Stellix

The Stellix Group of companies share a common mission of providing transformative solutions at the intersection of science and technology that enable our customers to deliver a healthier and more sustainable future. Our unique portfolio of companies is focused on helping life sciences and industry manufacturers build, connect, and transform operations and IT to make real progress in breakthrough therapeutics, food, energy, and more.

Role Summary

The HR Business Partner for NECI is a hands-on, strategic leader who partners directly with the Business Unit GM to set People and Organizational direction while actively rolling up their sleeves to drive the day-to-day operational work of a thriving business. We realize that our employees are our most important asset in producing the desired outcomes for our customers, so ensuring that we are attracting, retaining, and developing talent is paramount to our success.

This role requires someone who can shape long-term workforce strategy in the morning and resolve frontline employee issues in the afternoon - seeing both as equally critical. The ability to fluidly pivot between high-level strategy and execution will be the primary driver of your success. You will work cross-functionally with leaders, sites, and HR Centers of Excellence to design and implement HR programs, personally solve day-to-day employee issues, and support evolving business needs. You will use data and business context to guide decisions, strengthen manager effectiveness, and directly improve team performance, engagement, and retention.

Duties and Responsibilities

Strategic Business Partnership

• Provide day-to-day senior-level HR business partner support for the NECI (Emerson Impact Partner focused) business unit, with exempt and non-exempt employees in multiple locations: NY (Clifton Park, Rochester, and Buffalo), ME (Bangor), and MA (Foxborough and Auburn).
• Build strong relationships with business leaders and serve as a trusted advisor on organizational, talent, and workforce matters — both in the boardroom and on the shop floor.
• Attend leadership and management team meetings, conduct regular 1:1s with leaders in designated business unit(s), and spend meaningful time on-site with employees and managers to stay close to the work.
• Provide practical guidance on organizational design, workforce planning, succession planning, talent movement, team effectiveness, and business changes — and personally drive execution of those plans.
• Maintain a strong understanding of business goals, structure, culture, financial priorities, and talent needs to shape practical HR solutions.

Leadership Coaching and Talent Strategy

• Coach leaders and managers in real time and through structured development on performance, employee relations, accountability, team dynamics, and development planning.
• Facilitate and directly run talent reviews, succession planning, development planning, and career discussions for assigned business areas.
• Partner with leaders to strengthen manager capability, address leadership gaps, and build high-performing teams — including hands-on coaching of new and frontline managers.

Employee Relations and Risk Management

• Personally lead employee relations matters with sound judgment, consistency, and a balanced approach to business and employee needs.
• Provide direct guidance to line managers on coaching, counseling, corrective action, disciplinary actions, investigations, policy interpretation, and workplace concerns — and conduct investigations and difficult conversations yourself when warranted.
• Ensure compliance with company policies and employment laws and partner with internal stakeholders and external counsel on sensitive or high-risk matters as needed.

HR Program and Operational Leadership

• Own end-to-end execution of key HR programs and annual processes, including performance management, compensation planning, talent planning, learning initiatives, and organizational changes — from strategy through rollout, communication, and follow-through.
• Partner with HR Centers of Excellence and business leaders to implement HR programs and personally drive adoption across the business.
• Roll up your sleeves to support site-level HR operations, including required federal and state workplace postings, employee onboarding coordination, workspace planning for new hires and role changes, and local engagement activities.
• Identify process improvement opportunities and build and standardize effective HR practices across teams and locations.
• Support, design, and implement HR initiatives in collaboration with the Director, Human Resources, HR Cen