Global Human Resources Business Partner

Join Enpro as a Global Human Resources Business Partner and serve as a trusted advisor to executive leaders, shaping organizational capability, leadership effectiveness, and business performance across a diverse portfolio of global functions. This highly strategic role aligns talent and organizational strategies with business priorities while enabling a consistent, scalable, and high-impact employee experience.

The Global HR Business Partner operates at the intersection of business strategy and talent strategy, partnering closely with leaders, Centers of Excellence, and People Operations to drive workforce planning, organizational design, leadership development, succession planning, change management, employee engagement, and performance excellence across multiple global organizations.

What You’ll Do:

Strategic Executive Partnership

• Serve as the primary HR advisor to multiple executive leaders and their leadership teams.
• Translate business priorities into talent, organization, and workforce strategies.
• Provide coaching and consultation on leadership effectiveness, team performance, organizational health, and change leadership.
• Anticipate organizational challenges and proactively develop solutions that support business outcomes.
• Bring an enterprise perspective to executive decision-making, constructively challenging assumptions and balancing functional priorities with Enpro-wide talent, culture, and organizational needs.

Talent & Leadership Strategy

• Lead talent review, succession planning, and leadership assessment processes for assigned organizations.
• Partner with leaders to identify critical capabilities, key talent risks, and development priorities.
• Influence executive talent decisions, including succession planning, leadership readiness, deployment, and strategic external hiring.
• Shape talent management processes and frameworks that support executive selection, assessment, development, retention, and transition.
• Drive development planning for key leaders and high-potential talent.

Organizational Effectiveness & Change

• Guide organizational design decisions that improve effectiveness, accountability, and scalability.
• Use business, financial, workforce, and talent insights to evaluate organizational trade-offs, shape investment decisions, and measure the impact of people strategies on business performance.
• Lead workforce planning efforts aligned with short- and long-term business needs.
• Support mergers, acquisitions, integrations, restructuring, and transformation initiatives as needed.
• Partner with leaders to successfully implement change while maintaining employee engagement and productivity.

Culture, Engagement & Employee Experience

• Champion Enpro's values of Safety, Excellence, and Respect.
• Interpret employee feedback, engagement data, and workforce trends to identify opportunities for improvement.
• Partner with leadership teams to strengthen culture, communication, inclusion, and organizational effectiveness.
• Ensure a positive and consistent employee experience across global teams.

Performance & Rewards

• Guide performance management processes and talent calibration discussions.
• Partner with Compensation, Benefits, and Total Rewards teams on compensation planning, market competitiveness, and recognition strategies.
• Support leaders in making informed workforce and talent investment decisions.

HR Integration & Collaboration

• Act as the strategic connector between the business and HR Centers of Excellence.
• Coordinate talent acquisition, talent management, learning, compensation, employee relations, and workforce planning efforts across assigned organizations.
• Partner closely with People Operations to ensure seamless HR service delivery and escalation management.
• Drive consistency while balancing regional and business-specific requirements.  

What Success Looks Like

Within the first 12-24 months:

• Executive leaders view HR as a trusted strategic partner and advisor.
• Talent, organizational, and workforce risks are proactively identified and mitigated.
• HR initiatives are executed consistently across multiple executive organizations while enabling business flexibility.
• Leaders report stronger alignment between business strategy and talent strategy.
• Succession depth and leadership readiness improve across supported organizations.
• Workforce and organizational decisions are increasingly data-driven.
• Employee engagement and organizational health measures show positive trends.
• Leadership teams demonstrate greater clarity, accountability, and organizational effectiveness.
• Critical leadership positions have identified successors and actionable development plans that strengthen organizational continuity and leadership readiness.
• Enterprise HR strategies are implemented consistently while appropriately addressing regional and business requirements.

What You’ll Bring:

Qualifications

Required

• Bachelor's degree in Human Resources, Business, Organizational Development, Psychology, or related field.
• 10+ years of progressive HR experience, including significant HR Business Partner experience supporting senior leaders.
• Demonstrated success influencing executive leaders and leading complex organizational, talent, and change initiatives.
• Strong expertise in talent management, succession planning, organizational design, leadership coaching, and change management.
• Experience leveraging talent, workforce, and organizational data to inform business decisions and leadership actions.
• Experience operating successfully in global and matrixed organizations.
• Strong analytical, business acumen, and problem-solving capabilities.

Preferred

• Master's degree in Human Resources, Organizational Development, Business Administration, or related discipline.
• SHRM-SCP or SPHR certification.
• Manufacturing, industrial, technology, or publicly traded company experience.
• Experience supporting multiple functional organizations simultaneously (e.g., Finance, IT, Operations, Legal, Commercial, Corporate Functions).

Key Competencies

• Executive Presence
• Strategic Agility
• Business Acumen
• Talent Management
• Organizational Effectiveness
• Leadership Coaching
• Change Leadership
• Influence Without Authority
• Workforce Planning
• Data-Driven Decision Making
• Global and Cross-Cultural Effectiveness
• Enterprise Perspective
• Consulting and Facilitation
• Executive Judgement

Your Role in Our Values

At Enpro, our values of Safety, Excellence, and Respect guide how we work, collaborate, and grow. In this role, you will have opportunities to live these values every day by creating safe environments, driving meaningful results, and building respectful relationships.

Safety:

Champion a culture of safety by embracing the Enpro Safety Pledge in everything you do. Look for ways to improve safety in your work, your team, and the broader organization, because safety starts with each of us.

Excellence:

Bring your full self to work. Focus on creating value, driving innovation, and continuously improving how we work.

Respect:

Create space for every voice to be heard. Foster a workplace built on mutual respect, where people feel valued and empowered to contribute to both personal and organizational success.

EEO and Culture Statement:

Enpro is a leading engineering and industrial technology company focused on critical applications across many end-markets, including semiconductor, industrial process, aerospace, food and pharma, photonics and life sciences, sustainable power generation and commercial vehicle. Today, the company operates in two segments: Sealing Products and Advanced Surface Technologies.

At Enpro, we believe that diversity drives innovation and inclusion fosters growth. We are committed to creating a workplace where everyone feels valued and respected. Our employment decisions are based on merit, qualifications, and business needs, without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability, genetic information, marital status, military service, or any other status protected by applicable law.  If you require accommodation due to a disability at any time during the recruitment and/or assessment process, please contact Human Resources, and we will make all reasonable efforts to accommodate your request.

Legal authorization to work in the United States is required. We will not sponsor employment visas now or in the future for this job.