Job Requirements
Alkegen brings together two of the world’s leading specialty materials companies to create one new, innovation-driven leader focused on battery technologies, filtration media, and specialty insulation and sealing materials. Through global reach and breakthrough inventions, we are delivering products that enable the world to breathe easier, live greener, and go further than ever before.
With over 60 manufacturing facilities with a global workforce of over 9,000 of the industry’s most experienced talent, including insulation and filtration experts, Alkegen is uniquely positioned to help customers impact the environment in meaningful ways.
Alkegen offers a range of dynamic career opportunities with a global reach. From production operators to engineers, technicians to specialists, sales to leadership, we are always looking for top talent ready to bring their best. Come grow with us!
The Human Resources Business Partner (HRBP) acts as a strategic partner to business leaders across multiple sites and, where applicable, regions, supporting the delivery of organizational objectives through effective and scalable people strategies.
Operating within a global, matrixed organization, the HRBP works in close partnership with Centers of Excellence (COEs) and HR Operations to deliver consistent, high-quality HR solutions while adapting to local business needs and regulatory requirements.
The role is accountable for driving organizational effectiveness, workforce planning, talent development, and employee engagement across a multi-site and potentially multi-country environment.
The HRBP will proactively identify opportunities for continuous improvement, challenge existing practices, and deliver value-added HR initiatives that enhance performance, productivity, and culture across the enterprise.
Required Qualifications & Experience
- Bachelor’s degree in human resources or related field, or equivalent experience
- Demonstrated experience as an HR Business Partner within a complex, matrixed organization.
- Experience operating within a global or multi-site environment, managing competing priorities across locations.
- Proven ability to balance strategic HR partnership with operational delivery.
- Strong business acumen, with the ability to align HR strategies to business objectives.
- Experience working within a shared services HR model, partnering with COEs such as Talent Acquisition, Total Rewards, and HR Operations
- Knowledge of employment legislation across relevant jurisdictions, or ability to work effectively with regional experts
- Experience managing employee relations matters, including complex cases
- Experience in industrial or manufacturing environments preferred
- Proven ability to act as a strategic business partner and influence stakeholders at all levels of the organization
- Excellent people management, coaching, and workforce development skills
- Strong analytical and problem-solving skills with a data- and goal-oriented mindset
- Ability to manage multiple priorities, navigate ambiguity, and challenge the status quo
- Excellent communication, presentation, and interpersonal skills, with the ability to build relationships across all levels, including union partners and external stakeholders
- Experience advising on employee relations matters and administering policies and procedures
- Experience working in union environments, including administering collective bargaining agreements, grievance investigations, and participation in negotiations preferred
- Experience in an industrial or manufacturing environment preferred
- Demonstrated proficiency in Microsoft Office applications (Word, Excel, PowerPoint)
- Experience in HRIS systems, specifically Workday
- Willingness and ability to travel to site locations on a periodic basis (approximately quarterly) to support high-level employee relations matters, participate in strategic leadership meetings, and conduct in-person engagement with leaders and employees
Key Responsibilities:
Strategic HR Partnership
- Act as a trusted advisor and strategic partner to business leaders across multiple sites and regions
- Develop a deep understanding of business priorities and translate them into effective people strategies
- Balance global consistency with local adaptation of HR practices, ensuring compliance with regional requirements
- Provide constructive challenge to leadership, ensuring people decisions align with business objectives and values
- Act as a connector between sites and global HR functions, ensuring alignment and sharing of best practices
Organizational Effectiveness & Workforce Planning
- Lead workforce planning initiatives to align talent capability with current and future business needs
- Support organizational design, restructuring, and change initiatives
- Identify opportunities to improve workforce productivity, efficiency, and cost effectiveness
Talent Acquisition & Development
- Partner with Talent Acquisition to attract, recruit, and retain high-quality talent across sites and regions
- Drive robust talent management processes, including succession planning and talent reviews
- Support leadership development and promote a high-performance culture
- Encourage internal mobility and development opportunities across sites and regions
- Support onboarding and integration of new employees
Employee Relations & Engagement
- Build strong relationships with employees and leaders to drive engagement, retention, and a positive workplace culture
- Provide coaching and guidance to managers on people management, policies, and employment matters
- Manage employee relations matters in line with applicable local legislation, partnering with regional HR and legal teams where required
- Maintain effective relationships with employee representatives, including unions and/or works councils where applicable
- Support leadership teams in creating inclusive, collaborative, and engaging work environments
HR Operations & Compliance
- Ensure compliance with company policies and applicable employment legislation across relevant jurisdictions
- Partner with HR Operations to ensure accurate and consistent delivery of HR processes, including payroll, employee data management, and HR systems
- Oversee HR documentation, recordkeeping, and compliance activities
- Support absence management processes, ensuring consistency and fairness
HR Analytics, Systems & Continuous Improvement
- Use HR data and business metrics (e.g., turnover, absence, productivity, labor cost) to support fact-based decision-making
- Identify trends, risks, and opportunities to improve organizational performance
- Promote and support HR systems and tools (e.g., Workday, performance management platforms)
- Lead or contribute to local and global HR projects aligned to business strategy
- Identify, lead, and implement continuous improvement initiatives to enhance HR effectiveness and employee experience
- Challenge existing processes and drive adoption of best practices across sites and regions
Leadership & Team Support
- Provide coaching, guidance, and support to managers and leadership teams
- Support capability development and leadership effectiveness
- Facilitate collaboration, knowledge sharing, and continuous improvement across teams
- Where applicable, provide leadership and direction to HR team members
Skills & Competencies
- Strong stakeholder management and influencing skills, with the ability to challenge constructively
- Ability to work effectively across different cultures, regions, and time zones
- Excellent communication, interpersonal, and presentation skills
- Strong analytical and problem-solving capability with a data-driven mindset
- Ability to manage multiple priorities and navigate ambiguity
- High level of resilience, adaptability, and sound judgement
- Proficiency in Microsoft Office applications (Word, Excel, PowerPoint)
- Experience with HR systems, preferably Workday
Travel Requirements
- Willingness and ability to travel to site locations on a periodic basis (approximately quarterly or as required)
At Alkegen, we strive every day to help people – ALL PEOPLE – breathe easier, live greener and go further than ever before. We believe that diversity and inclusion is central to this mission and to our impact. Our diverse and inclusive culture drives our growth & innovation and we nurture it by actively embracing our differences and using our varied perspectives to solve the complex challenges facing our changing and diverse world.
Employment selection and related decisions are made without regard to sex, race, ethnicity, nation of origin, religion, color, gender identity and expression, age, disability, education, opinions, culture, languages spoken, veteran’s status, or any other protected class.
