Senior HRBP

Title:                           Senior HRBP

Reports to:                 HR Director EMEA

Imagine working at the forefront of innovation in fluid-flow technology, with over 1,400 colleagues across the globe, and contributing to a legacy of excellence that spans eight manufacturing facilities on four continents. Armstrong Fluid Technology is more than just a leader in our industry; we are a community of the brightest and most creative minds, driven by a shared mission to engineer the future and safeguard our planet.

At Armstrong Fluid Technology you'll be immersed in an environment that fosters growth, creativity, and collaboration. As a senior member of our team, you'll have the opportunity to push boundaries, tackle exciting challenges, and develop cutting-edge solutions that promote energy efficiency and reduce environmental impact. Every day offers the chance to make a meaningful contribution to a more sustainable future, driving innovations that help lower global carbon footprints. Together, we’re creating a legacy that goes beyond business—one that’s changing the world for the better.

The Senior HRBP is a highly strategic and commercial role partnering with senior leaders across complex, asset-intensive and high-reliability environments, including data centres, manufacturing, engineering and critical infrastructure operations. This role operates autonomously with the accountability extending beyond HR delivery into workforce strategy, organisational design, and transformation execution within a high-reliability, asset-intensive manufacturing environment.

This role combines strategic HR business partnering, organisational development, HR transformation, and change leadership, with accountability for shaping and embedding operating models, workforce structures, and culture in fast-scaling and operationally critical environments. This role is based in Droitwich.

Key Accountabilities

1. Strategic HR Business Partnering

• Act as a core member of the Droitwich site senior leadership team, contributing to business strategy, operational planning, and investment decisions
• Own and deliver the site-level people strategy, aligned to business KPIs such as productivity, efficiency, quality, and cost
• Provide strategic advice to senior leaders on organisational effectiveness, workforce risks, and capability gaps
• Translate commercial and operational plans into multi-year workforce and capability strategies
• Operate effectively within a complex and matrix global organisation

2. Organisational Development & Operating Model Design

• Contribute to the design of new operating models and workforce structures, and lead and have overall accountability for the implementation of them
• Drive organisational design, restructuring, and workforce planning aligned to business transformation and scaling needs
• Diagnose organisational effectiveness issues and implement targeted OD interventions
• Support build-out and optimisation of greenfield or scaling data centre and manufacturing operations
• Facilitate leadership alignment, team effectiveness, and ways-of-working design

3. Transformation & Change Leadership

• Own and lead large-scale transformation initiatives, including manufacturing optimisation, operating model changes, and workforce restructuring
• Develop and execute end-to-end transformation roadmaps, aligned to business and financial objectives
• Be accountable for change adoption, business readiness, and sustainability of outcomes
• Apply structured change methodologies, ensuring disciplined execution and measurable impact

4. Change Management & Transformation Delivery

• Act as HR Lead on transformation and change initiatives across operational and corporate environments
• Apply structured change management methodologies (e.g. stakeholder mapping, impact assessments, readiness assessments, communication planning)
• Develop and facilitate the execution of end-to-end change strategies ensuring adoption and sustainability
• Coach leaders and managers, and oversee the support provided to them by HR Business Partners, through complex change, including restructuring and cultural transformation  
• Support high-velocity change in environments such as data centre expansion and manufacturing optimisation
• Develop strategic transformation roadmaps and project plans aligned with business vision
• Ensure people processes, system and compliance are integrated into change efforts

5. Workforce, Talent, Performance & Capability

• Partner with Finance and Operations to align people decisions with P&L outcomes
• Provide insight and recommendations on:
  • Workforce capacity and utilisation
  • Shift models and coverage strategies
  • Automation vs labour trade-offs
• Support business decisions balancing people investment with operational efficiency
• Own the site-wide talent strategy, including succession planning for critical roles
• Develop and lead the implementation of performance management frameworks aligned to operational excellence and accountability
• Support leadership development and build capability in technical, operational, and engineering populations
• Enable workforce planning aligned to automation, scaling, and productivity improvement
• Support the development of HR Business Partners

6. Culture & Engagement

• Lead and oversee the implementation of employee engagement strategy, surveys and action planning
• Drive a high-performance, inclusive, and values-led culture across operational sites
• Coach leaders on engagement, employee relations, and team effectiveness

7. HR Advisory, Employee Relations & Industrial Relations

• Provide expert HR guidance on complex employee relations matters and act as site HR lead
• HR Site Lead for industrial relations (where applicable) and delegation of the handling of employee relations issues and the facilitation of conflict resolution to HR Business Partners (as appropriate)
• Lead on and have overall oversight of compliance with employment legislation and internal governance standards
• Support risk management and resolution of sensitive or high-impact people issues

8. Commercial & Operational Acumen

• HR Site lead on supporting business priorities in capex-intensive and operationally critical environments
• HR Site lead on to workforce cost optimisation, productivity improvement, and operational efficiency initiatives
• Support decision-making that balances people investment with operational and financial outcomes
• HR Site lead on shift patterns, coverage models, and technical workforce structures

What We’re Looking For

To thrive in this role, you should bring:

Education and Experience

• Bachelor’s degree in Human Resources, Business, Psychology, or related field (MBA preferred)
• MA HRM CIPD Level 7 - essential
• Chartered FCIPD - essential
• Significant experience in Senior HR Business Partner or equivalent strategic senior HR leadership role

Skills

• Strategic thinking and strong business acumen
• Advanced stakeholder management and influencing at senior leadership level
• Organisational design and workforce planning expertise
• Deep change management capability and transformation delivery experience
• Strong analytical and data-driven decision-making capability
• Excellent facilitation, coaching, and communication skills
• High emotional intelligence and resilience
• Ability to operate in ambiguous, fast-paced, and evolving environments
• Understanding of high-reliability and operational environments
• Proven ability to work autonomously

Why Armstrong Fluid Technology?

By joining us, you’ll become part of a global community dedicated to pushing the boundaries of fluid-flow technology while upholding Armstrong's commitment to sustainability. You’ll have endless opportunities to learn, grow, and make a significant impact on the world. Together, we'll build tomorrow’s solutions today.