Lead, HR Business Partner

Job Summary  We're looking for a Lead HR Business Partner to serve as a strategic advisor to Corporate Function leaders, helping shape organizational capability, leadership effectiveness, workforce strategy, and talent outcomes. This role partners closely with senior leaders to align people strategies with business priorities, drive organizational performance, and build high-performing teams.  The successful candidate will bring a strong business mindset, exceptional coaching capability, and the ability to translate enterprise objectives into practical people solutions. This position plays a critical role in workforce planning, succession management, leadership development, employee relations, organizational design, and change leadership across Corporate Functions.  This is a highly consultative role focused on helping leaders make better business decisions through talent, organization, and culture.  Work That Matters  At Chromalloy, your work directly supports aviation safety and reliability. Our teams repair and manufacture critical aerospace components used across the global aviation industry. As a people leader, you'll play a key role in developing talent, improving processes, and delivering results that help keep aircraft flying safely around the world.  What You’ll Be Doing  Strategic Business Partnership  •  Serve as the primary HR advisor to Corporate Function leaders and leadership teams.  •  Partner with executives to develop workforce strategies that support business goals and long-term growth.  •  Provide thought leadership on organizational effectiveness, team design, leadership capability, and employee engagement.  •  Participate in business reviews and leadership discussions, offering strategic insight on workforce implications and talent risks.  •  Coach leaders through organizational change, business transformation, and growth initiatives.  Organizational Effectiveness & Workforce Planning  •  Partner with leaders to assess organizational health, workforce capability, and future talent requirements.  •  Lead workforce planning discussions, including organizational design, restructuring, resource allocation, and succession planning.  •  Identify capability gaps and develop strategies to build critical skills and leadership pipelines.  •  Leverage workforce data and business insights to drive informed decision-making.  Talent Management & Succession  •  Facilitate talent reviews and succession planning processes across Corporate Functions.  •  Partner with leaders to identify high-potential talent and create development and retention strategies.  •  Support career growth, internal mobility, and leadership development initiatives.  •  Ensure robust succession plans are in place for critical roles and leadership positions.  Leadership Development & Performance  •  Coach leaders on performance management, employee development, and leadership effectiveness.  •  Support calibration discussions, development planning, and performance improvement strategies.  •  Partner with Learning & Development to identify and implement leadership development opportunities.  •  Drive a culture of accountability, inclusion, and continuous development.  Employee Relations & Compliance  •  Provide guidance and counsel on complex employee relations matters.  •  Conduct workplace investigations and support leaders in resolving employee concerns effectively and consistently.  •  Ensure compliance with employment laws, company policies, and ethical business practices.  •  Partner with Legal and HR Centers of Excellence on sensitive employee matters when appropriate.  Compensation & Rewards  •  Partner with Compensation to support annual compensation planning, promotions, market adjustments, and retention strategies.  •  Provide guidance to leaders on compensation philosophy, pay decisions, and internal equity considerations.  •  Support leaders in making informed and competitive talent investment decisions.  Change Management & Transformation  •  Lead the people side of organizational and business transformation initiatives.  •  Drive adoption of enterprise HR programs and change initiatives across Corporate Functions.  •  Partner with HR Centers of Excellence to ensure consistent execution of talent, engagement, and leadership initiatives.  •  Serve as a champion of company culture, values, and leadership expectations.  What We’re Looking For  •  Bachelor's degree in Human Resources, Business, Organizational Development, or related field.  •  7+ years of progressive HR Business Partner experience supporting corporate, professional, or shared service functions.  •  Demonstrated success partnering with senior leaders and influencing business outcomes through people strategies.  •  Strong experience in organizational design, workforce planning, talent management, succession planning, and employee relations.  •  Proven ability to coach leaders and navigate complex organizational challenges.  •  Strong understanding of employment law and HR best practices.  •  Data-driven mindset with the ability to translate workforce insights into business recommendations.  •  Excellent communication, facilitation, and relationship-building skills.  Nice to Have  •  PHR, SPHR, SHRM-CP, or SHRM-SCP certification.  Ideal Candidate  The ideal candidate is a strategic HR leader who can operate comfortably at both the executive and operational levels, influencing leaders, shaping talent strategy, and driving organizational effectiveness. This individual is recognized as a trusted advisor who helps leaders solve business challenges through thoughtful, practical, and data-informed people solutions.  Leadership Expectations and Values  •  Model the Way - Leads with integrity and accountability, holding themselves to the same standards expected of others and consistently following through on commitments.  •  Inspire a Shared Vision - Connects team efforts to a clear, meaningful purpose while balancing strategic priorities with disciplined day-to-day execution.  •  Challenge the Process - Brings curiosity and a drive for continuous improvement, questioning assumptions and championing innovation even in complex environments.  •  Enable Others to Act - Builds strong, inclusive partnerships that share ownership, develop others, and value diverse perspectives.  •  Encourage the Heart - Recognizes contributions genuinely and celebrates shared values to build a culture of appreciation, respect, and accountability.