Director, HR Business Partner (R&D)

The Director, HRBP (R&D) serves as a strategic advisor to senior leaders aligning people strategies with business objectives to drive innovation, organizational effectiveness, and talent outcomes. This role partners closely with R&D leadership to develop and execute workforce strategies that enable scientific, technical, engineering, product development, and innovation functions to achieve business goals.
This leader leverages deep business acumen, talent expertise, and change leadership capabilities to influence organizational design, leadership effectiveness, talent management, workforce planning, employee engagement, and culture initiatives within a dynamic and highly specialized R&D environment.

This position will serve Rheem North America, located in Atlanta, GA (Sandy Springs). This role follows our hybrid work arrangement, with team members working in the office Monday through Thursday and remotely on Fridays.

• Serve as a trusted advisor to R&D senior leaders on organizational and people-related matters.
• Translate business strategies into actionable HR initiatives that support innovation, growth, and operational excellence.
• Participate as a member of the R&D leadership team, providing insights and recommendations on workforce implications of business decisions.
• Assess organizational capabilities and identify talent and structure requirements needed to achieve strategic objectives.
• Develop and execute workforce planning strategies to ensure the organization has the critical capabilities needed to support current and future business needs.
• Lead succession planning, talent reviews, and leadership assessment processes within R&D organizations.
• Drive development and retention strategies for key talent and high-potential employees.
• Lead organizational design initiatives, including restructuring, role clarity, span of control, and workforce optimization efforts.
• Evaluate organizational effectiveness and recommend improvements that enhance collaboration, agility, innovation, and productivity.
• Facilitate change management efforts associated with business transformations, acquisitions, new technologies, or operating model changes
• Coach leaders on performance management, team effectiveness, employee relations, leadership effectiveness, and organizational climate.
• Support leaders in building high-performing, inclusive, and engaged teams.
• Partner with leaders to foster a culture of innovation, inclusion, accountability, and continuous improvement.
• Lead annual talent management processes, including performance reviews, calibration sessions, succession planning, and development planning.
• Provide guidance on employee relations matters, investigations, policy interpretation, performance issues, and corrective actions.
• Ensure compliance with employment laws, company policies, and regulatory requirements.
• Partner with Legal, Compliance, and Employee Relations teams on complex employment matters.

• Bachelor’s Degree in Human Resources, Business Administration, or related field 
• 10+ years’ experience in a Human Resources Generalist function 
• 5+ years’ experience in a leadership role 
• Strong ability to influence and coach leaders, including Director-level+ functional leaders 
• Excellent communications skills (speaking, writing, & listening) with the ability to effectively present information and respond to questions from regulatory agencies, public groups, employees, and company leaders 
• Broad knowledge of the principles, laws, and regulations related to the management of human resources (city, state, & federal employment laws).
• Experience in conflict management and conflict resolution for managers/leaders.
• Ability to define problems, collect data, establish facts, and draw valid conclusions.
• Ability to develop, manage and conduct training programs. 
• Experience in team management and coaching/developing employee performance. 
• Proven ability to influence decision making. 
• Ability to make tough decisions and deliver difficult messages with professionalism and poise. 
• Ability to read, analyze, and interpret technical journals, financial reports, and legal documents. 
• Highest level of integrity and ability to maintain confidentiality.
• Experience in managing a departmental budget. 
• Experience in leading change management.
• Independent thought, good judgment, analytical and problem-solving skills, and ability to prioritize multiple projects.
• Demonstrated ability to collaborate well with others is a matrix team environment 
• Proficient computer skills and in-depth knowledge of relevant software such as MS Office Suite.

HOW TO STAND OUT: 

• Master’s degree in human resources management or equivalent 
• Human Resources Certification (SHRM-CP, PHR, etc.) 
• Experience in a manufacturing environment with lean/six sigma concepts 
• Experience in preparation of Affirmative Action Plans, working visa acquisitions, and continuous improvement programs
• 8-10 years’ experience in a HR leadership role
• Experience in a unionized environment
   

As a leader at Rheem, how you achieve results is as important as the results you achieve. While LEADING DEPARTMENTS AND FUNCTIONS, you will be expected to demonstrate the following competencies and behaviors:

• Building Business/Functional Talent
• Building Partnerships
• Coaching
• Compelling Communication
• Creating Influence
• Driving Change
• Driving Execution
• Driving Innovation
• Empowering Others
• Focusing on Customer-First
• Fostering Relationships/ Emotional Intelligence
• Promoting Global Business Growth
• Systematic/Tactical Direction
   

Equivalent combination of education, experience, and skills may supplement above minimum job requirements.