CONFIDENTIAL CLIENT SEARCH
Senior HR Business Partner - Global Manufacturing & Operations
Global industrial and technology manufacturing organization
PAY RATE
$190-$200/hour (+ Access to Medical Benefits, PTO, & 401k) or able to work C2C under own LLC |
WORK MODEL
Remote with travel within the US & possibly overseas (expenses covered) |
EMPLOYMENT TYPE
Contract (8-12 months in Length)
COMMITMENT
40 Hr Week, Mon-Fri |
The Opportunity
Korn Ferry is conducting a confidential search for a Senior HR Business Partner to support a global industrial and technology manufacturing organization as it prepares to operate as an independent publicly traded company. The business has a substantial manufacturing footprint across the Americas, Asia, and Europe and supports sophisticated power, infrastructure, and technology markets.
This is a senior global operations HR role for a leader who has worked directly with the executive responsible for manufacturing or operations across a large, multisite organization.
The HR leader will report into the senior operations executive responsible for global manufacturing and will partner closely with the incoming CHRO. The role will lead business-unit, regional, and site HR partners; help design the HR operating model for the standalone organization; and mentor an internally promoted HR leader taking on a significantly expanded scope. CORE SELECTION REQUIREMENT
Candidates must demonstrate meaningful depth as a senior HRBP directly supporting a Head of Manufacturing, Head of Operations, COO, or equivalent executive with accountability for a major manufacturing organization.
Key Responsibilities
- Serve as the primary strategic HR partner to the executive responsible for global manufacturing and operations, translating business priorities into workforce, organization, talent, and leadership strategies.
- Lead and align HR business partners supporting three operating business units, together with regional and site HR leaders across a complex international manufacturing network.
- Help build the people strategy, HR operating model, decision rights, processes, and organizational capabilities required for a new standalone company; approach the work as a purposeful transition and build, not a simple lift-and-shift.
- Mentor and advise an internally promoted HR leader as they assume a first-time, large-scale global operations remit, providing continuity during a planned leadership coverage period.
- Partner with operations leaders on direct-labor workforce strategy, organizational design, labor planning, talent and succession, leadership capability, culture, change management, and site effectiveness.
- Advance practical frontline solutions that strengthen employee support, safety, engagement, retention, productivity, and operating performance across manufacturing sites.
- Guide complex employee-relations and labor-relations matters across regions, including proactive positive employee-relations strategies and union-related challenges.
- Travel to headquarters and manufacturing locations to build relationships, understand site-level realities, and ensure consistent execution across regions.
Required Experience
- Substantial senior-level HRBP or HR leadership experience within industrial, electronics, technology, automotive, engineered products, or another large-scale manufacturing environment.
- Direct experience supporting a Head of Manufacturing, Head of Operations, COO, or equivalent executive responsible for a major manufacturing organization; this requirement is central to the selection process.
- Deep operations HR experience supporting large direct-labor populations and multiple manufacturing sites-not solely corporate functions or a single-site HR remit.
- Global experience spanning multiple countries and regions, with the cultural agility and judgment to operate effectively across the Americas, Asia, and Europe.
- Experience leading, influencing, or coordinating business-unit, regional, and site HR business partners across a matrixed organization.
- Experience operating at significant scale, ideally within an enterprise and manufacturing workforce comprising tens of thousands of employees.
- Executive presence and credibility to challenge, advise, and build trust with senior operations and HR executives.
- Ability and willingness to travel extensively, including internationally.
Preferred Experience
- Experience with a corporate separation, spin-off, carve-out, merger integration, operating-model redesign, or comparable enterprise transformation.
- Union and labor-relations experience, including work in environments where positive employee-relations strategy is a significant business priority.
- Experience mentoring or coaching a newly promoted senior HR leader through a major expansion of scope.
- Background supporting power, cloud infrastructure, data-center, electronics, or other advanced manufacturing operations.
Leadership Profile
- Operations-oriented and credible with manufacturing leaders, plant management teams, and frontline employees.
- Pragmatic and creative, with the ability to balance global consistency with local workforce realities.
- Comfortable building structure amid ambiguity and working at both executive and site level.
- A strong mentor who can accelerate another leader's readiness without displacing ownership.
- Committed to direct-labor support, safety, employee relations, and practical solutions that improve business performance.
About Korn Ferry
Korn Ferry unleashes potential in people, teams, and organizations. We work with our clients to design optimal organization structures, roles, and responsibilities. We help them hire the right people and advise them on how to reward and motivate their workforce while developing professionals as they navigate and advance their careers. To learn more, please visit Korn Ferry at www.Kornferry.com
