HR Business Partner - Carmel, IN (Hybrid-Working)
Working 3 days per week onsite and 2 days a week offsite.
Qualified candidates must be legally authorized to be employed in the United States. The company does not intend to provide sponsorship for employment visa status (e.g., H-1B, TN, etc.) for this employment position.
At Allegion, we are driven by a bold vision: redefining safety while empowering our employees to thrive. When you join our team, you become part of a culture that values innovation, purpose, and excellence. This role offers the benefits of our dynamic hybrid work model—combining in-person collaboration for meaningful moments with the flexibility of remote work. Since hybrid arrangements can vary based on the needs of the individual, team and business, your talent acquisition partner will provide specific hybrid details about this role.
We are committed to fostering a healthy work-life balance and building meaningful connections, ensuring you have the tools, resources, and support needed to excel in any environment. Together, we’ll unlock your potential and create a lasting impact.
While this is the current structure and we currently have no plans to change, we reserve the right to make changes to the hybrid schedule as needed at the Company’s discretion.
Job Summary:
The HR Business Partner (HRBP) serves as a trusted strategic partner, project lead, and employee relations advisor to business leaders across the organization. In this role, you will align people and talent strategies with overarching business objectives, lead high-impact HR projects from concept to execution, and champion a healthy, high-performing culture through sound employee relations practices.
The ideal candidate brings a proven balance of strategic consulting acumen, disciplined project management capability, and deep employee relations expertise, using data-driven insights to guide leadership decisions and facilitate change.
What You Will Do:
Strategic Business Partnership & Talent Advisory
Drive Business Strategy: Partner with business leaders to identify, prioritize, and build organizational capabilities, structures, and workforce strategies that support short- and long-term business goals.
Workforce & Succession Planning: Collaborate with leadership on organizational design, talent forecasting, and robust succession planning pipelines.
Executive & Leadership Coaching: Provide consultative coaching to people managers on leadership effectiveness, team dynamics, talent development, and organizational change.
COE Collaboration: Serve as the strategic liaison between client groups and HR Centers of Excellence (COEs) to implement tailored talent, compensation, and learning solutions.
HR Project Management & Change Leadership
End-to-End Project Execution: Lead, plan, and deliver key HR projects and operational initiatives across multiple business units, ensuring milestones are achieved on time and within scope.
Change Management: Design and lead change enablement plans to support business transformations, process improvements, and program rollouts.
Process Optimization & Metrics: Use data, analytics, and continuous improvement methodologies to measure program effectiveness, identify operational bottlenecks, and modernize HR delivery.
Employee Relations & Organizational Health
Complex Case Resolution: Serve as the primary point of contact for employee relations matters; conduct objective, thorough investigations and recommend fair, compliant resolutions.
Risk Mitigation & Compliance: Ensure consistent interpretation and adherence to company policies, values, and employment laws, mitigating organizational risk.
Performance Management & Retention: Guide managers through performance improvement plans (PIPs), conflict resolution, and retention strategies.
Culture & Engagement: Champion employee engagement initiatives, develop effective feedback mechanisms, and foster an inclusive, high-trust work environment.
