HR Business Partner

## Company Description **We Are Bosch.** At Bosch, we shape the future by inventing high-quality technologies and services that spark enthusiasm and enrich people’s lives. Our areas of activity are every bit as diverse as our outstanding Bosch teams around the world. Their creativity is the key to innovation through connected living, mobility, or industry. Let’s grow together, enjoy more, and inspire each other. **Work #LikeABosch** - **Reinvent yourself:** At Bosch, you will evolve. - **Discover new directions**: At Bosch, you will find your place. - **Balance your life:** At Bosch, your job matches your lifestyle. - **Celebrate success:** At Bosch, we celebrate you. - **Be yourself:** At Bosch, we value values. - **Shape tomorrow:** At Bosch, you change lives. ## Job Description **This role is hybrid with a minimum requirement of 3 days in-office at the Mount Prospect location each week.** The Human Resources Business Partner (HRBP) serves as a strategic advisor to senior business leaders within Power Tools North America, partnering to shape organizational capability, leadership effectiveness, talent strategies, and cultural transformation. This role plays a critical part in supporting organizational growth, leadership transitions, organizational redesign, and the evolution of regional and global ways of working. The HRBP partners closely with executive leaders to develop and execute people strategies that accelerate business performance, strengthen leadership capability, build organizational effectiveness, and ensure a strong pipeline of talent for the future. **Key Responsibilities:** **Strategic Business Partnership** - Partner directly with senior leaders to develop and execute people strategies aligned with business objectives. - Serve as a trusted advisor on organizational design, workforce planning, leadership effectiveness, and change management. - Provide insights and recommendations to improve organizational performance, team effectiveness, and employee engagement. - Support leadership teams through periods of organizational transformation and business change. **Talent Management & Succession Planning** - Lead talent review and succession planning processes for assigned client groups. - Identify critical roles, assess organizational bench strength, and develop succession strategies. - Partner with leaders to identify high-potential talent and create actionable development plans. - Drive internal mobility and career development initiatives to strengthen organizational capability. **Leadership Development** - Coach leaders on performance management, talent assessment, organizational effectiveness, and leadership challenges. - Partner with leaders to build development plans for key talent and leadership teams. - Facilitate initiatives that strengthen leadership capability, accountability, and organizational effectiveness. - Support leadership team onboarding and assimilation for newly appointed leaders. **Organizational Effectiveness & Change Leadership** - Assess organizational strengths, capability gaps, and development opportunities. - Support organizational design efforts, including role clarity, decision rights, and team effectiveness. - Lead change management initiatives associated with organizational restructuring, leadership transitions, and evolving business strategies. - Drive cultural integration efforts and support the adoption of new ways of working across teams and functions. **Performance & Workforce Planning** - Lead performance management processes, calibration discussions, and talent assessments. - Partner with leaders to align goals, performance expectations, and accountability measures. - Support workforce planning activities, including organization capability assessments and future talent requirements. - Utilize people analytics and workforce data to identify trends and inform business decisions. **HR Program Leadership** - Drive execution of key HR processes including talent reviews, succession…