Human Resources Manager

HR Business Partner

ITW Food Equipment Group LLC designs and manufactures commercial food equipment for food service and retail customers through its subsidiaries. The company's products include ware washing equipment; cooking equipment, including ovens, ranges, and broilers; refrigeration equipment, including refrigerators, freezers, and prep tables; food processing equipment, including slicers, mixers, and scales; and kitchen exhaust, ventilation, and pollution control systems. ITW FEG has the largest service network in this industry to support our global customers, with highly specialized technicians and best-in-class supply chain procedures. The company was incorporated in 2001 and is based in Troy, Ohio. ITW Food Equipment Group LLC is an Illinois Tool Works Inc. subsidiary.

Summary

The HR Business Partner (HRBP) serves as a strategic advisor to leadership and employees, aligning human resources initiatives with the organization's goals and objectives. The HRBP works closely with business leaders to understand workforce needs, drive performance, and manage change. Key responsibilities include talent management, employee relations, organizational development, and ensuring compliance with HR policies. The HRBP also plays a critical role in implementing strategies that foster a diverse and inclusive workplace culture. In addition, the HRBP is responsible for ensuring legal compliance with multiple state laws and regulations related to employment. The ability to navigate complex legal frameworks and implement policies that align with both state-specific and federal requirements is essential. This position demands a deep understanding of business operations, HR best practices, and a strong commitment to maintaining legal compliance while promoting an inclusive and equitable work environment.

Essential Duties and Responsibilities

These are the most significant job duties performed. The size, scope and complexity of assigned duties and responsibilities are dependent on the level and experience of the incumbent. To perform this job successfully, an individual must be able to perform each assigned essential duty satisfactorily. Other responsibilities or special projects not specifically listed below may also be assigned.

• Strategic Mindset & Leadership: Develops and implements HR Talent Acquisition and Compensation strategies aligned with business goals and philosophy, anticipating trends to create long-term value and support business success. Partners with leaders to drive HR initiatives that address organizational needs and enhance performance.
• Action Oriented: Takes proactive steps to identify HR challenges and opportunities, leveraging expertise in recruiting strategies and pay structures. Analyzes data and implements effective solutions, focusing on delivering results through timely decision-making and driving HR initiatives that support business objectives and continuous improvement.
• Develops Talent: Advises leadership on workforce planning and succession, integrating compensation principles and competitive hiring practices to attract and retain top talent. Focuses on developing others through coaching, feedback, and strategic career development opportunities.
• Situational Adaptability: Demonstrates flexibility by adjusting HR approaches to meet changing business needs, including adapting talent acquisition tactics and compensation models to market trends.
• Manages Complexity: Simplifies intricate HR issues such as compensation benchmarking and multi-state recruiting compliance, ensuring clarity and alignment by gathering relevant data, analyzing various factors, and developing clear solutions. Effectively prioritizes and addresses multiple issues, ensuring strategic alignment and clarity in execution.
• Ensures Accountability: Drives accountability across the organization by setting clear expectations, monitoring HR program outcomes, and holding leaders accountable for achieving HR and business objectives. Ensures adherence to policies and best practices, while proactively addressing any issues that may impact performance or compliance.
• Communicates Effectively: Clearly and concisely conveys information, ideas, and recommendations to stakeholders at all levels. Listens actively, fosters open dialogue, and ensures alignment across teams to drive HR initiatives and business objectives.
• Safety: Provides HR guidance on workplace safety, ensuring policies and practices align with legal requirements and organizational standards. Advises leadership on creating a culture of safety, addressing concerns, and supporting initiatives that protect employee well-being and minimize risk.

Supervisory Responsibilities

This position may be asked to directly lead and/or indirectly influence the work of others.

Minimum Qualifications

The requirements listed below are representative of the knowledge, skill, and/or ability required to perform this job successfully. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• BS Degree in Human Resources or related field with a minimum of 8 years of progressive HR experience emphasizing compensation strategy and talent acquisition expertise
• At least 2 years of previous People Leader experience

Physical Demands & Work Environment

The physical demands and work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Regularly required to sit
• Operates standard office equipment

Working Conditions

• Office environment
• Noise level in the work environment is usually moderate

Hours of Work

• Normal business hours with extended hours as needed
• Travel up to 25%

Work Location

This role is primarily based in Troy, OH. Employees who reside within a commutable distance to Troy will work on-site. We will also consider candidates located near major U.S. hub airports. Candidates in these locations will be remote, with required travel to the Troy, OH office as needed based on business needs and requiring on-site presence in a branch location approximately one day per month.

Compensation Information:

The salary will depend on the successful candidate's qualifications and prior experience.

ITW is an equal opportunity employer. We value our colleagues' unique perspectives, experiences and ideas and create workplaces where everyone can develop their careers and perform to their full potential. All qualified applicants will receive consideration for employment without regard to race, color, sex, gender identity, sexual orientation, religion, national origin, age, disability, protected veteran status or any other characteristic protected by applicable federal, state, or local laws.