HR BUSINESS PARTNER V

TE Connectivity is a global industrial technology company creating connectivity and sensor solutions for safer, sustainable, productive, and connected systems. The Human Resources Business Partner V will provide strategic HR partnership to the Product Development Engineering function, driving talent, organizational effectiveness, workforce planning, analytics, and change management initiatives in a global, matrixed environment.

Responsibilities:

• Drive comprehensive HR strategies that support functional and business unit goals
• Serve as a strategic partner to Director level leadership in the business, enabling HR to drive business outcomes and organizational effectiveness
• Lead cross‑functional HR initiatives to deliver organizational capability and effectiveness at scale
• Ensure clarity, observability, and accountability in HR programs and processes
• Deliver results through HR team leadership and talent development
• Foster constructive collaboration and manage competing priorities across HR and business functions
• Champion change management and organizational transformation initiatives to ensure the business is enabled to perform at a high level as it grows and evolves
• Lead efforts to reimagine how HR operates by designing improved processes and establishing new ways of working that enable the business to move faster and more effectively
• Lead change management efforts that enable the organization to adapt, evolve, and operate effectively in a dynamic business environment
• Maintain and evolve routine HR reporting and workforce analytics, using advanced Excel capabilities (complex formulas, pivot tables, conditional formatting, and related tools) to drive efficiency and deliver timely insights
• Analyze employee and organizational data to identify trends, risks, and opportunities that impact workforce health and business performance
• Provide data-driven insights and recommendations to guide leaders in making informed organizational decisions
• Demonstrate strong business acumen and emotional intelligence as a strategic partner to senior leadership
• Enable HR to drive business outcomes and organizational effectiveness
• Operate effectively in complex, matrixed environments, building bridges across HR and business functions
• Drive accountability in talent and organizational initiatives
• Lead HR initiatives for geographically dispersed teams, fostering global collaboration
• Partner extensively with business leaders across functions to deliver integrated HR solutions
• Partner with Talent Acquisition to monitor, influence, and support the recruitment process, ensuring high‑quality, timely hiring and strong alignment to workforce plans
• Strengthen the talent pipeline by leading strategic workforce planning efforts and identifying critical capabilities needed for future success
• Drive the succession planning process, ensuring robust pipelines and facilitating meaningful discussions to accelerate development of high‑potential and succession talent
• Facilitate development planning and talent review conversations that leverage company programs and tools to support targeted growth, capability building, and career progression

Requirements:

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field
• 12 years of progressive HR experience, including experience serving as a Human Resources Business Partner or in an equivalent strategic HR role (e.g., HR Manager, Senior HR Generalist, etc.)
• Willing to work in a global environment – able to accommodate varying time zones and capable of collaborating with individuals across geographies
• Proven experience in HR business partner roles, preferably in complex, matrixed organizations
• Experience serving as a confidante to senior business leaders. Must be willing to challenge point-of-views when necessary and offer alternative, constructive suggestions
• Strong balance between strategic thinking and operational rigor, with a track record of delivering results
• Advanced Excel proficiency (REQUIRED SKILL) with demonstrated experience using pivot tables, charts, conditional formatting, and formulas (e.g., XLOOKUP, VLOOKUP, nested IFs, CONCAT, INDEX/MATCH); Must be comfortable combining multiple Excel features and complex formulas to efficiently view, analyze, and present data
• Strong analytical and problem‑solving skills with the ability to interpret HR data, identify trends, and present clear, data‑driven recommendations to leadership
• Ability to drive innovative HR solutions in a dynamic business environment
• Proven ability to lead change management initiatives
• Experience with strategic workforce planning, succession planning, and facilitating meaningful talent discussions to support leadership development and organizational capability building
• Solid communication, relationship‑building, and consulting skills with the ability to influence and collaborate across a global, matrixed organization
• Demonstrated ability to navigate ambiguity, operate with a global mindset, and support teams across multiple functions and geographies