HR Business Partner/Senior HR Business Partner

Woodward is committed to creating a great workplace for all team members. Our company and its members are committed to acting with integrity, being respectful and accountable to one another, and staying humble and driven, while maintaining the highest professional and ethical standards.

We are steadfastly committed to attracting the best talent across our communities creating a rewarding workplace. Together we are fulfilling our purpose to design and deliver energy control solutions our partners count on to power a clean future.

Woodward supports our members’ wellbeing and regularly benchmarks with other companies in our industry to offer an extensive Total Reward package for this position. Salary will be determined by the applicant's education, experience, knowledge, skills, and abilities, as well as internal equity and alignment with market data.

HR Business Partner I Base Salary Range: Min: 61,500 Mid: 76,900 Max: $92,280

Senior HR Business Partner Base Salary Range: Min: 77,200 Mid: 96,500 Max: $115,200

• All members included in annual cash bonus opportunity.
  • 401(k) match (4.5%)
  • Annual Woodward stock contribution (5%)
  • Tuition reimbursement and Training/Professional Development opportunities for all members
• 12 paid holidays, including floating holidays.
• Industry leading medical, dental, and vision Insurance upon date of hire

• Vacation / Sick Time / Vacation Buy-up / Short Term Disability / Bereavement leave.
• Paid parental leave.
• Adoption Assistance
• Employee Assistance Program, including mental health benefits.
• Member Life & AD&D / Long Term Disability / Member Optional Life
• Member referral bonus

• Spouse / Child Optional Life / Optional AD&D / Healthcare and Dependent Care Flexible Spending
• Voluntary benefits, including:

• Home / Auto Insurance discounts
• Whole Life Insurance / Critical Illness Insurance / Legal Assistance / Military Leave

An HR Business Partner (HRBP) is a strategic role within the human resources function that works closely with business leaders to align HR initiatives with organizational goals. Their responsibilities typically include:

Strategic Alignment: Partnering with senior leaders to understand business goals and develop HR strategies that support organizational objectives. Leadership Coaching: Acting as a trusted advisor to leaders, providing guidance on people management and leadership development. Workforce Planning: Collaborating with management to ensure the right talent is in place to meet future business needs, including succession planning and talent management. Data-Driven Decision-Making: Analyzing HR metrics and workforce data to provide insights and recommendations to business leaders. Change Management: Assisting in managing organizational changes, such as restructures or mergers, and ensuring employees adapt smoothly. Talent Development: Identifying training needs, designing development programs, and fostering career growth opportunities for employees. Performance Management: Supporting the design and implementation of performance appraisal systems, providing coaching to managers, and ensuring continuous employee development. Employee Relations: Acting as a consultant for managers and employees on HR policies, resolving workplace issues, and promoting a positive work environment. Compliance: Ensuring adherence to labor laws and HR policies while mitigating risks for the organization.

The HRBP role requires strong interpersonal, analytical, and consulting skills to drive organizational success.

How We Distinguish Between HR Business Partner 1 and Senior HR Business Partner

Strategic Focus:

• HR Business Partner I focuses on supporting and updating strategic workforce plans, working with Talent Acquisition, and assisting in operational HR tasks.
• Sr HR Business Partner (HR Business Partner II) is responsible for developing and implementing HR strategies that align with organizational goals, with a greater emphasis on strategic planning and decision-making.

Talent Management:

• HR Business Partner I supports Talent Acquisition by assisting with job descriptions, recruitment, and onboarding.
• Sr HR Business Partner leads talent management efforts, including identifying talent gaps, creating recruitment strategies, managing employee retention, and overseeing the performance management process.

Employee Relations:

• Both roles address employee relations issues such as conflict resolution and disciplinary actions. However, HR Business Partner II is involved in more complex cases, including escalation procedures and ensuring a positive workplace environment.

HR Analytics:

• HR Business Partner I supports administrative HR reporting and provides basic data analysis for decision-making.
• Sr HR Business Partner takes on a more advanced role in HR analytics, analyzing metrics, identifying trends, and providing actionable insights to senior management through dashboards and reports.

Leadership and Influence:

• HR Business Partner I focuses on supporting HR initiatives and providing coaching to employees.
• Sr HR Business Partner demonstrates leadership by mentoring HR staff, influencing stakeholders, and negotiating with senior leaders to drive organizational change.

Compliance and Legal Oversight:

• Both roles ensure compliance with labor laws, employment standards, and health and safety regulations. However, Sr HR Business Partner works closely with legal counsel to ensure policies are aligned with all applicable laws, indicating a deeper involvement in legal matters.

Skill Set and Experience:

• HR Business Partner I requires foundational skills in HR operations, communication, and problem-solving, with an operational focus.
• Sr HR Business Partner requires advanced skills in strategic thinking, change management, data analysis, and leadership, reflecting a senior-level role with broader responsibilities.

Application window is anticipated to close 30 days from original posting date.

This information is provided in compliance with the Colorado Equal Pay for Equal Work Act and is the company’s good faith and reasonable estimate of the compensation range and benefits offered for this position. The compensation offered to the successful applicant may vary based on factors including experience, skills, education, location, and other job-related reasons.

This position requires use of information which is subject to the International Traffic in Arms Regulations (ITAR) and/or the Export Administration Regulations (EAR). All applicants must be U.S. Persons within the meaning of the ITAR and EAR, or eligible to obtain all required authorizations from the U.S. Department of State and/or the U.S. Department of Commerce. The ITAR defines a U.S. Person as a U.S. citizen or national, lawful permanent resident (i.e., 'Green Card holder'), or a protected person (e.g., asylee, or refugee).

Woodward is an equal opportunity employer and does not discriminate in hiring or employment on the basis of race, color, religion, sex (including sexual orientation and gender identity), national origin, age, disability, protected veteran status, or any other category protected under federal, state, or local laws.