HR Business Partner

Emerson

HR Business Partner managing key HR initiatives across Emerson's Product R&D organization in Austin, TX. Collaborating closely with senior leaders to drive organizational effectiveness and employee engagement.

Posted 6/5/2026full-timeAustin • Texas • 🇺🇸 United StatesSeniorLeadWebsite

About the role

Key responsibilities & impact

Drive HR strategies and initiatives that align with PR&D and G&A organizational and business-unit objectives, ensuring commitments translate into measurable outcomes
Manage responsibilities autonomously while maintaining high standards, monitoring progress, and adapting approaches as needed
Execute annual compensation processes (salary planning, bonus, RSU) for the supported population, partnering with Total Rewards on market data and recommendations
Partner with directors and senior managers within PR&D and G&A to provide strategic HR guidance, thought partnership, coaching, and data-informed recommendations
Build strong networks across teams, functions, and geographies; proactively share information and collaborate to deliver results efficiently
Work closely with Geographic HRBPs, HR COEs (Talent Acquisition, Talent Growth, Total Rewards), and HR Operations to align and execute global strategies
Provide analytical insights to support each function's people and culture strategy; connect talent priorities with business needs across both technical R&D engineering and corporate G&A environments
Help leaders navigate organizational dynamics and make talent decisions that improve team effectiveness and enhance the customer experience
Use HR data and analytics to identify trends, provide insights, and drive action on workforce challenges such as attrition, engagement, and skills gaps
Lead and facilitate core talent management processes — including performance reviews, 9-box calibrations, succession planning, engagement surveys, and individual development plans — in partnership with internal and external COEs
Identify opportunities to streamline processes, introduce new tools or approaches, and accelerate talent outcomes with agility
Support the implementation and adoption of enterprise HR initiatives within the supported functions
Drive engagement initiatives that promote a positive, inclusive, and high-performing workplace culture — contributing to PR&D culture transformation efforts and engagement survey action planning
Communicate with clarity and credibility; coach leaders and teams to elevate collaboration, shared goals, and organizational effectiveness
Provide guidance on employee relations matters and ensure compliance with federal, state, and local employment laws
Support organizational transitions, change management, and workforce planning initiatives in partnership with the Director

Requirements

What you’ll need

Bachelor’s degree in human resources, Business Administration, or related field (required)
Minimum of 8 years of progressive HR experience, including at least 2 years supporting senior leaders
Strong knowledge of HR best practices and employment laws
Demonstrated experience in talent management, employee engagement, and organizational development
Excellent communication and interpersonal skills
Ability to execute with discipline and operate with strategic focus
Proven analytical capability to transform data into actionable insights
Authorized to work in the United States without sponsorship now and in the future

Benefits

Comp & perks

A variety of medical insurance plans, with dental and vision coverage
Employee Assistance Program
Profit sharing retirement
Tuition reimbursement
Employee resource groups
Recognition
Flexible time off plans, including paid parental leave (maternal and paternal), vacation and holiday leave

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills & Tools

HR data analyticstalent managementemployee engagementorganizational developmentcompensation processesperformance reviewssuccession planningengagement surveysworkforce planningchange management

Soft Skills

communicationinterpersonal skillsstrategic focuscoachingcollaborationadaptabilityanalytical capabilitynetworkingleadershiporganizational effectiveness