HR Leader - Transformation & Strategic Projects

ITT Inc. (NYSE: ITT) is a diversified global leading manufacturer of highly engineered critical components and customized technology solutions serving the flow, aerospace and defense, transportation, industrial, and energy markets. Through operational execution, innovation, and disciplined capital deployment, including strategic acquisitions such as SPX FLOW, ITT partners with its customers to deliver enduring solutions to the key industries that underpin our modern way of life. 

Headquartered in Stamford, Connecticut, ITT has a market cap of roughly $20 billion and employs more than 15,000 people across 40 countries and serves customers in approximately 125 countries. Following the acquisition of SPX FLOW, the company is expected to generate $5.4 billion in annual revenue.

Our businesses are organized in three distinct segments, each based around our core engineering DNA: 

Reporting to the VP, HR Transformation, the HR Manager, People & Culture - Human Resources serves as the dedicated HR Business Partner to ITT's global HR organization. This role is responsible for advancing the talent, capability, engagement, and organizational effectiveness agenda for the HR function while supporting the execution of key HR transformation priorities.

Working closely with the CHRO, VP HR Transformation, HR Leadership Team, HR Business Partners, and Centers of Excellence, this individual will help ensure the HR organization has the talent, skills, leadership bench strength, operating discipline, and culture required to support ITT's business strategy and future growth.

This role combines strategic HR partnership with hands-on execution. The successful candidate will drive talent management, succession planning, capability building, workforce planning, employee engagement, and organizational effectiveness initiatives across the HR function globally. They will also leverage data, analytics, technology, and continuous improvement practices to strengthen HR performance and enable a world-class HR organization.

The ideal candidate is an ambitious, high-performing HR professional who thrives in a fast-paced global environment and is energized by the opportunity to influence the effectiveness, development, and transformation of the HR function.

HR Talent & Leadership Development

• →Partner with the VP HR Transformation and CHRO to develop and execute the talent strategy for the global HR function.
• →Lead talent reviews, succession planning, and critical role management processes across HR.
• →Identify talent risks, succession gaps, retention concerns, and capability needs.
• →Develop and implement development plans for high-potential HR talent.
• →Support career progression and mobility opportunities across the HR organization.

HR Capability Building

• →Design and lead learning, upskilling, and professional development initiatives for HR employees globally.
• →Strengthen HR capabilities in areas such as business partnership, talent management, organizational effectiveness, change management, analytics, AI, and digital HR.
• →Ensure HR teams remain current on evolving employment regulations, HR technologies, and leading practices.

Performance & Rewards

• →Coordinate performance management processes for the HR function.
• →Support compensation planning, talent calibration, and reward decisions for HR employees.
• →Partner with Compensation to ensure competitive and market-aligned reward practices.

Organizational Effectiveness & Workforce Planning

• →Lead workforce planning and organizational capability assessments for the HR function.
• →Support organizational design and resource planning initiatives.
• →Develop recommendations to improve organizational effectiveness, accountability, and efficiency within HR.
• →Partner with Finance and HR leadership on budget planning and staffing forecasts.

Talent Acquisition for HR

• →Partner with Talent Acquisition to recruit, assess, and onboard top HR talent globally.
• →Support executive and strategic HR hiring initiatives.
• →Build and maintain strong talent pipelines for future HR leadership positions.

Analytics & Operational Excellence

• →Develop dashboards and actionable insights related to HR talent, engagement, retention, succession, staffing, and capability development.
• →Monitor key HR metrics and identify opportunities for improvement.
• →Drive continuous improvement initiatives that simplify processes, improve service delivery, and enhance effectiveness.
• →Leverage HR technology, automation, and AI solutions to increase efficiency and business impact.

Culture & Employee Experience

• →Foster a high-performance, inclusive, and collaborative culture across the HR function.
• →Support employee engagement initiatives and action planning.
• →Provide guidance on employee relations and workplace issues impacting HR team members.
• →Support change management activities associated with HR transformation and organizational initiatives.

HR Community & Communication

• →Lead onboarding and offboarding activities for corporate HR team members.
• →Support global HR communications, HR Town Halls, leadership meetings, and community engagement initiatives.
• →Strengthen collaboration and knowledge sharing across the global HR community.
• →Support special projects and strategic priorities for the CHRO and VP HR Transformation.

The successful candidate will:

• Think like a business leader first and an HR professional second.
• Demonstrate strong business acumen and intellectual curiosity.
• Bring a data-driven approach to problem-solving and decision-making.
• Have a bachelor’s degree in human resources, Business Administration, or a related field; master’s degree or MBA preferred.
• Professional certification such as SHRM-SCP or SPHR is strongly preferred.
• Have a strong understanding of business management, financial forecasting, and department budgeting.
• Have experience in a fast paced, productive, lean, global corporate environment.
• Balance strategic thinking with operational execution.
• Possess exceptional influencing, communication, and stakeholder management skills.
• Drive accountability while building strong partnerships across a global organization.
• Embrace technology, analytics, and AI to modernize HR processes and improve effectiveness.
• Demonstrate resilience, adaptability, and the ability to operate effectively through change and transformation.