HR Generalist IV

Mindlance

Indianapolis, IN

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JOB DETAILS

SKILLS

Alliance/Partner Management, Business Skills, Career Development, Change Management, Coaching, Consulting, Data Analysis, Diversity, Employee Relations, Establish Priorities, Finance, HRIS/HRMS, Human Resources, Human Resources Analytics, Human Resources Strategy, Interpersonal Skills, Leadership, Matrix Management, Organizational Development/Management, Organizational Psychology, People Management, Performance Management, Research & Development (R&D), Resource Management, Retention Programs, Risk, Sales Pipeline, Strategic Planning, Succession Planning, Talent Management, Technical Strategy, Technical Support, Trend Analysis, Workforce Planning

LOCATION

Indianapolis, IN

POSTED

1 day ago

If onsite, candidate will need to be in Indianapolis or the Twin Cities are in MN. Otherwise remote is fine too.
M-F, standard business hours. Most of the team is in EST, so for those who are not, some flexibility to take occasional early meetings may be required.
The team would prefer to see previous *** employees if possible.
Position Summary
The Human Resources Business Partner (HRBP) for Central Engineering serves as a strategic advisor and trusted partner to engineering leadership, aligning people strategies with business/function objectives. This role provides full-spectrum HR support across talent management, organizational design, employee relations, change management, and workforce planning for a technically complex, fast-paced engineering function. The HRBP translates business priorities into actionable people plans that build organizational capability and drive engagement.
Key Responsibilities
Strategic Partnership
Partner with Central Engineering leaders to understand business goals and develop aligned HR strategies and workforce plans.
Partner with other HRBPs who support LOB Engineering within our Business Unit and broader CMI HRBPs.
Serve as a coach and sounding board to managers and leaders on people, organizational, and leadership matters.
Translate engineering talent needs (technical depth, niche skills, succession risk) into proactive HR action.
Talent Management & Development
Drive talent reviews, succession planning, and high-potential identification across the engineering organization.
Partner with Talent Acquisition on critical and hard-to-fill technical roles, ensuring a strong pipeline.
Support career development frameworks and technical/leadership progression paths for engineers.
Organizational Design & Change
Advise on organizational structure, role clarity, and span-of-control to support engineering effectiveness.
Lead and support change management initiatives related to reorganizations, transformation, and new operating models.
Consults on resourcing conversations with Central & LOB Engineering leaders, finance, and resource management office partners in order to ensure resourcing needs are prioritized at a BU level using data and strategic insights available
Employee Relations & Engagement
Provide guidance on complex employee relations matters, ensuring fair, consistent, and compliant resolution.
Analyze engagement data and partner with leaders on action plans to improve retention and culture.
Champion an inclusive, high-performance work environment.
Performance & Rewards
Guide the performance management cycle, including goal-setting, alignment on expectations, data analysis and feedback quality.
Partner with Total Rewards on compensation planning, equity reviews, and retention strategies for technical talent.
Data & Insights
Use workforce analytics to identify trends, anticipate risks, and inform decisions (attrition, headcount, diversity, engagement).
Qualifications
Education
Bachelor's degree in Human Resources, Business, Organizational Psychology, or a related field.
Experience
Previous *** experience in Human Resources
8+ years of progressive HR experience, with demonstrated success as an HRBP supporting technical, engineering, or R&D functions.
Proven track record advising senior leaders on talent, organizational, and change initiatives.
Experience in a global, matrixed organization preferred.
Skills & Competencies
Strong business acumen and the ability to connect people strategy to business outcomes.
Excellent consulting, coaching, and influencing skills with senior stakeholders.
Sound judgment in navigating complex employee relations and organizational issues.
Data-driven mindset with proficiency in workforce analytics and HR systems.
Comfort operating in ambiguity and leading through change.
Deep knowledge of employment law and HR best practices.

EEO:

“Mindlance is an Equal Opportunity Employer and does not discriminate in employment on the basis of – Minority/Gender/Disability/Religion/LGBTQI/Age/Veterans.”

About the Company

Mindlance

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