HR Business Partner at Mission Critical Group

Spicewood, Texas, United States -

Full Time

Start Date

Immediate

Expiry Date

21 May, 26

Salary

0.0

Posted On

20 Feb, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Organizational Design, Workforce Planning, Leadership Effectiveness, Talent Strategy, Talent Acquisition, Organizational Development, Employee Engagement, Performance Management, Succession Planning, Talent Reviews, Change Management, Business Acumen, Employee Relations, Compensation Alignment, Data Analysis, Executive Presence

Industry

Electrical Equipment Manufacturing

Description

Description Position Summary The HR Business Partner (HRBP) for the Solutions business serves as a trusted advisor to business leaders, partnering to build organizational capability, strengthen leadership effectiveness, and deliver talent outcomes aligned to commercial and operational growth. This role operates at the intersection of talent acquisition, organizational development, and employee engagement. The HRBP will work in deep partnership with Solutions leadership to enable performance, scalability, and cultural alignment as the business grows. The ideal candidate combines business acumen with strong talent expertise, operates with high trust and discretion, and thrives in an environment that values ownership, transparency, and results. Key Responsibilities Strategic Partnership & Business Alignment • Serve as the primary HR partner to Solutions leadership, providing counsel on organizational design, workforce planning, leadership effectiveness, and talent strategy. • Translate business strategy into actionable people plans aligned to revenue growth, operational excellence, and customer delivery. • Participate in leadership team discussions, bringing insight-driven perspectives on capability, structure, succession, and risk. • Support leaders through change initiatives, integrations, and business transformations. • Partner closely with MCG’s HR Central Operations (Talent Development & Acquisition, Compensation, and HR Operations) to ensure consistent, scalable, and business-aligned people solutions. Talent Acquisition & Workforce Planning • Partner closely with Talent Acquisition to forecast workforce demand, align hiring priorities, and ensure role clarity. • Support leaders in defining organizational structures, role architecture, and capability requirements. • Drive accountability for hiring excellence, including selection quality, onboarding effectiveness, and time-to-productivity. • Ensure recruiting efforts align with business segment needs, particularly within technical, engineering, and solutions-based roles. • Support the design and rollout of MCG University within the Solutions business to strengthen technical, operational, and leadership capability. Leadership Development & Organizational Effectiveness • Coach leaders on performance management, team dynamics, and leadership behaviors aligned to MCG’s values. • Identify development gaps and partner to deploy targeted learning and capability-building initiatives. • Support succession planning, talent reviews, and high-potential identification within the Solutions business. • Strengthen accountability and performance culture through clear expectations and structured feedback processes. Employee Relations & Culture • Provide proactive guidance on employee relations matters with a balanced, business-minded approach. • Ensure consistent application of policies and fair, compliant practices. • Foster a culture of ownership, transparency, and professionalism. • Identify trends or risks within engagement, retention, or team effectiveness and partner on mitigation strategies. Organizational Design & Growth Support • Support organizational design initiatives during growth, acquisition integration, and restructuring. • Evaluate spans and layers, role clarity, and decision rights to ensure scalability. • Partner on compensation alignment and job architecture consistency in collaboration with Total Rewards. • Contribute to standardization efforts across legacy entities while preserving business effectiveness. Metrics & Business Insights • Use people data to inform decisions and surface actionable insights (turnover, time-to-fill, performance distribution, engagement indicators, etc.). • Identify workforce risks related to capacity, capability, and leadership bench strength. • Partner with Finance and Operations to align headcount planning with forecast demand. Requirements Qualifications • Bachelor’s degree in Human Resources, Business, or related field or equivalent experience • 10+years of progressive HR experience, including direct HRBP partnership with senior leaders. • Experience supporting engineering, manufacturing, solutions, or technically complex businesses preferred. • Demonstrated success in workforce planning, talent acquisition partnership, and organizational design. • Strong coaching capability and executive presence.

Responsibilities

The HR Business Partner will serve as a trusted advisor to business leaders, focusing on building organizational capability, strengthening leadership effectiveness, and delivering talent outcomes aligned with commercial and operational growth. This involves strategic partnership, talent acquisition oversight, organizational development coaching, and ensuring cultural alignment across the Solutions business.