Imagine working at the forefront of innovation in fluid-flow technology, with colleagues across the globe, and contributing to a legacy of excellence that spans eight manufacturing facilities on four continents. Armstrong Fluid Technology is more than just a leader in our industry; we are a community of the brightest and most creative minds, driven by a shared mission to engineer the future and safeguard our planet. As part of our team, you'll be immersed in an environment that fosters growth, creativity, and collaboration. Here, you'll have the prospect to push boundaries, tackle exciting challenges, and develop cutting-edge solutions that promote energy efficiency and reduce environmental impact. Every day offers the chance to make a meaningful contribution to a more sustainable future, driving innovations that help lower global carbon footprints. Together, we’re creating a legacy that goes beyond business—one that’s changing the world for the better. The Senior HR Business Partner is a strategic partner to business leaders at Armstrong Fluid Technology, supporting the achievement of business and operational objectives through effective people, talent, and organizational strategies. The role partners with leaders across Engineering, Product Management, Sales, Service, Manufacturing, Supply Chain, Operations, and Corporate Functions to translate business priorities into workforce and organizational solutions. Key Responsibilities Strategic Business Partnership Serve as a trusted HR advisor to senior leaders and functional leadership teams. Translate Armstrong's business strategy, annual operating priorities, and growth plans into actionable people strategies. Partner with leaders to understand business challenges, workforce implications, capability requirements,



and organizational risks. Challenge and influence leaders on people decisions using data, business context, and sound HR practices. Provide proactive advice on organizational health, workforce effectiveness, talent risks, and leadership capability. Partner with leaders across both office and manufacturing populations, adapting HR solutions to different workforce environments. Workforce Planning & Organizational Design Lead workforce planning for assigned business units, including current workforce analysis, future capability requirements, succession risks, and hiring needs. Partner with leaders on headcount planning and workforce budgets in alignment with business plans. Support organizational restructuring, role realignment, reporting-line changes, and organizational redesign. Evaluate spans of control, layers, role clarity, decision rights, and organizational effectiveness. Conduct or support job analysis, job evaluation, role mapping, and organizational leveling. Identify opportunities to improve workforce productivity, eliminate organizational duplication, and build scalable structures. Support workforce planning across Armstrong's manufacturing, engineering, product, sales, service, and corporate environments. Talent Management Partner with leaders to identify critical roles, high-potential talent, key contributors, and succession risks.



Facilitate talent reviews and succession planning for critical leadership, technical, and functional positions. Develop actionable succession plans and talent movement strategies. Partner with Talent & Development to create development plans for identified successors and high-potential employees. Identify critical technical capabilities required to support Armstrong's future growth and product portfolio. Support career pathways and internal mobility across Armstrong's global organization. Strengthen talent pipelines for engineering, product management, manufacturing, sales, service, and leadership roles. Performance & Talent Development Partner with leaders to drive Armstrong's performance management process and ensure meaningful goal setting, feedback, calibration, and development discussions. Coach managers on effective performance conversations and differentiated performance management. Identify organizational performance trends and capability gaps. Support managers in developing high-performing teams and addressing sustained underperformance. Connect performance outcomes with talent reviews, succession, development, and career planning. Promote a culture of continuous feedback, accountability, and performance excellence. Leadership & Capability Development Identify leadership capability gaps within assigned business units and develop targeted interventions with Talent & Development. Support Armstrong's Leadership Academy, functional academies, and technical capability-building initiatives. Partner with Engineering, Product, Manufacturing, Sales, and Service leaders to identify critical technical capabilities and future skills. Support development of technical career pathways and knowledge-

📌 Senior Hr Business Partner (Toronto)
🏢 Armstrong Fluid Technology
📍 Toronto