Sr. Manager, HR Business Partner - Sales

Senior-level HR Business Partner

This Senior-level HR Business Partner will serve as a strategic thought partner to several Sales Executives and will be an important member of their leadership teams, contributing to the team's strategy, direction, and overall effectiveness in supporting the business. This is a hands-on role that is responsible for defining, developing, and implementing strategic HR initiatives to influence the function's effectiveness. They will serve as consultative partner, responsible for providing insights, guidance, direction and expertise that supports the development of HR initiatives and priorities and provides leadership in the effective implementation and desired outcomes / KPIs for the teams they support. The position will also lead or support various projects and initiatives across the Function as needed.

Key Responsibilities & Accountabilities

This individual is responsible for leveraging their experience to develop and execute a broad array of strategic HR initiatives including but not limited to : talent and performance management, talent acquisition, organization & workforce planning, leadership development, employee relations & engagement, and workforce diversity & inclusion.

Talent Management / Leadership Development / Diversity & Inclusion

Develops and leads talent management initiatives to establish a robust pipeline of diverse leadership talent Manages the talent review and succession planning process; provides expertise and guidance to the function's leadership Leverages talent across the Sales organization to identify opportunities for developing leadership talent across the region and global function Is a key partner in facilitating the development and execution of experience-based development plans for high potentials; ensures meaningful exposure to the Commercial leadership team Actively leads and participates in the talent acquisition process. Supports onboarding of new associates Implement actions to create a highly engaged, high performing, and inclusive work environment Demonstrates the use of 80 / 20, continuous improvement to deliver results aligned with the Segment and Enterprise HR strategy, including KPIs, with a sense of urgency. Drives Regal Rexnord values and creates a culture of integrity, responsibility, diversity & inclusion, customer success, innovation with purpose, continuous improvement, performance and a passion to win, all with a sense of urgency.

Organization and Workforce Planning

Leverages expertise to help design and implement the most optimized organizational structures; evaluates and leads resource deployment / allocation, job creation, job evaluation, etc. to drive productivity and performance of the sales team. Has deep understanding of the business and sales processes to assess operating models and makes recommendations to drive efficiencies Leads or supports transformative initiatives, ensuring alignment with business objectives and leaders. Prepares project implementation plans and presents progress updates to Leadership. Leverages analytics and KPIs to demonstrate success Advises Leaders on implementation of appropriate change management strategies. Develop and execute change management plans for key initiatives Conducts workforce planning leveraging data and analytics to identify priorities Assesses talent & organizational needs and draws connections across the business; identifies implications from a talent, structure and skills requirement standpoint and helps set appropriate priorities

Advisor and Coach

Based on previous strategic HR Business Partner experience, is viewed as a trusted advisor and can provide hands-on coaching to both senior leaders and their teams Challenges the status quo and pushes Leaders outside their comfort zone Partners with Leaders to develop and embed business and talent priorities aligned to our strategic objectives Actively identifies opportunities for driving Leader team effectiveness Provides guidance and direction on appropriate HR processes, practices and policies; ensures implementation and compliance

Employee Relations

Acts as front-line support for employee relations topics including, but not limited to : investigations regarding alleged harassment, discrimination, or policy violations; reasonable accommodation requests, LOA / STD / LTD Acts as coach / advisor for management regarding employment law issues Assists with performance action plans and disciplinary action Escalates issues with considerable risk or exposure to HR Leadership and Legal

Professional Experience / Qualifications

Minimum Requirements :

Bachelors degree in human resources or related field. Masters Degree in HR / Labor Relations or MBA preferred. 10+ years strategic HR Business Partner experience; prior experience supporting a commercial / sales organization highly preferred Demonstrated track record of partnering with leaders to develop and implement talent strategies that produce measurable outcomes and drive business results Experience managing and implementing HR programs or initiatives, with an emphasis on leading through organizational / transformative change. Strong project & change management skillset. Excellent interpersonal and influencing skills to establish trust, credibility, and rapport at all levels of the organization; seen as humble, direct, and authentic while possessing executive presence. Demonstrated ability to develop partnerships and influence resources outside of ones direct responsibility Broad knowledge of core HR competencies : talent management & succession planning, leadership development, talent acquisition, employee relations, salary planning, legal compliance, safety, etc. Comfort and ability to work effectively in a fast-paced, metrics-driven environment. Adapts to rapidly changing dynamics, information, direction, and can adjust accordingly Proven ability to be hands on, demonstrate resourcefulness, initiative, results-orientation. Has a mindset of continuous improvement and can embrace Regal Rexnords 80 / 20 principles Demonstrated ability to develop strong partnerships and influence resources outside ones direct responsibility Ability to travel up to 20%