Sr. HR Business Partner

Essential Job Functions

• Serve as a strategic partner to leaders within assigned functions, helping define organizational priorities and talent needs.
• Collaborate with Talent Acquisition to attract and hire talent aligned with business needs.
• Coach and develop managers to lead effectively, address performance issues early, and build high-trust, accountable teams.
• Lead performance management planning and execution, including goal setting, calibrations, and development planning.
• Oversee onboarding and integration plans for new hires and internal transfers to support culture alignment and retention.
• Conduct employee relations investigations and guide leaders through conflict resolution, corrective action, and employment decisions.
• Analyze workforce trends to address turnover risks, skill gaps, role clarity issues, and succession planning needs.
• Partner with HR Leadership on organizational design, team structure changes, and role definition.
• Support compensation reviews and job leveling to ensure internal equity and market competitiveness.
• Lead or contribute to strategic HR initiatives such as leadership development programming, Predictive Index, engagement surveys, or culture-strengthening programs.
• Other duties as assigned

Future State Leadership & Team Capabilities

• May supervise, mentor, or collaborate with an HR Coordinator or HR Generalist and or HR Business Partner to support the identified client group.
• Models’ high accountability, clear communication, and a coaching-forward leadership style.
• Operates with autonomy, sound judgment, and alignment to broaden HR strategy.

Physical Requirements

• Talking, hearing and using hands to operate computer equipment
• Vision abilities required by this job include close vision and the ability to adjust focus 
• Work performed in warehouse/manufacturing environment

Education & Experience

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required.
• 5+ years of progressive HR experience with at least 3–5 years in an HR Business Partner or strategic people partner capacity.
• Proven experience driving talent management, succession planning, and leadership development strategies.
• Demonstrated success influencing and advising senior leaders on people strategies and organizational effectiveness.
• Experience managing complex employee relations matters with sound judgment and discretion.
• Strong understanding of compensation structures, job architecture, and workforce planning.
• Experience creating and implementing Predictive Index strategies within an organization is preferred.
• Proficiency in HR systems (e.g., UKG, Workday, or similar) and comfort working with data to drive insights and decisions.
• Track record of implementing scalable HR programs in growing or transforming organizations.

Core Competencies

• Strategic Thinking: Connects business goals with people strategies to drive organizational performance.
• Talent Management: Champions leadership development, career growth, and succession planning to build long-term organizational capability.
• Change Leadership: Guides teams and leaders through periods of transformation and cultural evolution.
• Coaching & Influence: Builds trusted relationships and provides actionable feedback that enhances leadership effectiveness.
• Analytical Insight: Uses data to identify workforce trends, assess risks, and guide proactive people decisions.
• Collaboration: Partners across HR Centers of Excellence (COEs) and business functions to deliver integrated solutions.
• Cultural Stewardship: Promotes inclusion, engagement, and accountability at all levels of the organization.
• Execution & Results: Operates with ownership, focus, and agility to deliver high-quality outcomes in a fast-paced environment.

Certification & Licenses

• Professional certification may be required in some areas

 WHY SHOULD YOU WORK FOR CRANE?

At Crane, we believe in providing our employees with excellent benefits at a Great Place to Work.

We offer:

• Quarterly Incentive Plan
• 136 hours of Paid Time Off which equals 17 days for the year, that can be used for Sick Time or for Personal Use
• Excellent Medical, Dental and Vision benefits
• Tuition Reimbursement for education related to your job
• Emplo