HR Strategic Advisor / Senior HR Business Partner

Solenis•Wilmington, DE

About The Position

Solenis is a leading global provider of water and hygiene solutions. The company’s product portfolio includes a broad array of water treatment chemistries, process aids, functional additives, cleaners, disinfectants, and state-of-the-art monitoring, control and delivery systems. These technologies are used by customers to improve operational efficiencies, enhance product quality, protect plant assets, minimize environmental impact, and create cleaner and safer environments. Headquartered in Wilmington, Delaware, the company has 78 manufacturing facilities strategically located around the globe and employs a team of over ~23000 professionals in >160 countries across six continents. Solenis is a 2025 Best Managed Company Gold Standard honoree. For additional information about Solenis, please visit www.solenis.com or follow us on social media. Strategic HR Partnership Serve as a trusted advisor to Supply Chain & Operations leaders, aligning HR strategies with business priorities, including service levels, OTIF, cost efficiency, productivity, safety, and continuous improvement. Act as an integrated HR partner, ensuring consistency across sites and alignment with enterprise HR practices. Collaborate with HR Centers of Excellence (COEs) such as Total Rewards, Talent Management, HR Operations, and DEI to design and deploy scalable solutions. Continuously build business and operational acumen and proactively address workforce implications by participating in operational reviews, leadership meetings, roundtables, and town halls, Establish strong operating rhythms between HR and Supply Chain and Operations leaders to drive measurable results. Talent Strategy, Workforce Planning & Organizational Design Drive workforce planning aligned with production capacity, automation initiatives, network optimization, and growth plans. Translate business KPIs into actionable people strategies to mitigate risk and ensure workforce stability. Drive talent management processes, including performance management, talent reviews, succession planning, and leadership pipeline development for critical operations roles. Lead organizational design and change management initiatives to improve agility, accountability, and decision-making effectiveness across sites. Support organizational transformation projects, restructuring, and productivity programs. Leadership Coaching & Employee Engagement Provide objective consultation and coaching to senior leaders on complex employee relations and organizational matters. Foster a strong culture through engagement and retention strategies, leveraging surveys, recognition programs, and culture-building activities. Drive engagement and retention strategies tailored to both hourly and salaried populations. Ensure consistent and compliant employee relations practices across all sites. Market Awareness, Innovation & Compensation Stay current on HR trends, external market dynamics, and legislation to inform decisions and ensure compliance. Monitor workforce trends including turnover, absenteeism, overtime, and productivity metrics to proactively address operational risks. Stay current on labor market trends, legislation, and compliance requirements affecting manufacturing and multi-site operations. Implement innovative HR practices that enhance employee experience while supporting operational efficiency. Partner with Compensation and Benefits teams to ensure programs remain competitive, effective, and aligned with employee needs. Learning & Development, DEI & Talent Acquisition Oversee the development and execution of L&D programs to enhance skills and career growth. Champion DEI initiatives to foster an inclusive workplace. Collaborate with Talent Acquisition to attract and retain top talent aligned with needs. Team Leadership Lead, coach, and develop team members to ensure strong delivery of HR processes and site-level support. Build HR capability within the team to operate effectively in a fast-paced, metrics-driven operations environment. Promote collaboration, accountability, and continuous improvement within the HR team. Special Projects & M&A Support Lead and support high-impact projects, including merger and acquisition initiatives and other organizational transformations.

Requirements

Bachelor’s Degree in Human Resources, Business Administration, or related field required; MBA preferred
12+ years of Strategic HR role, including significant experience supporting Supply Chain, Manufacturing, or Operations environments.
Strong labor relations acumen and ability to navigate complex workforce dynamics
Experience supporting a unionized manufacturing environment
Demonstrated experience partnering with senior operational leaders in complex, multi-site organizations.
Strong business and operational acumen with the ability to translate operational metrics into people strategies.
Global and customer-centric mindset with strong operational orientation.
Proven ability to lead organizational transformation in manufacturing or supply chain settings.
Action-oriented and resilient; comfortable operating in dynamic, fast-paced environments.
Strong strategic thinking and ability to convert complex operational challenges into practical people solutions.
Superior organizational and project management skills; able to manage multiple sites, stakeholders, and priorities.
Exceptional communication and executive presence; capable of influencing at all organizational levels.
Highly collaborative style with ability to influence across functions, geographies, and levels.
Strong decision-making capability with confidence and accountability for results.
Willingness to be hands-on and “roll up sleeves” while maintaining strategic perspective.

Nice To Haves

HRBP experience with carve-outs, IPO, M&A/Due Diligence, and start-ups is highly desired

Responsibilities

Serve as a trusted advisor to Supply Chain & Operations leaders, aligning HR strategies with business priorities, including service levels, OTIF, cost efficiency, productivity, safety, and continuous improvement.
Act as an integrated HR partner, ensuring consistency across sites and alignment with enterprise HR practices.
Collaborate with HR Centers of Excellence (COEs) such as Total Rewards, Talent Management, HR Operations, and DEI to design and deploy scalable solutions.
Continuously build business and operational acumen and proactively address workforce implications by participating in operational reviews, leadership meetings, roundtables, and town halls,
Establish strong operating rhythms between HR and Supply Chain and Operations leaders to drive measurable results.
Drive workforce planning aligned with production capacity, automation initiatives, network optimization, and growth plans.
Translate business KPIs into actionable people strategies to mitigate risk and ensure workforce stability.
Drive talent management processes, including performance management, talent reviews, succession planning, and leadership pipeline development for critical operations roles.
Lead organizational design and change management initiatives to improve agility, accountability, and decision-making effectiveness across sites.
Support organizational transformation projects, restructuring, and productivity programs.
Provide objective consultation and coaching to senior leaders on complex employee relations and organizational matters.
Foster a strong culture through engagement and retention strategies, leveraging surveys, recognition programs, and culture-building activities.
Drive engagement and retention strategies tailored to both hourly and salaried populations.
Ensure consistent and compliant employee relations practices across all sites.
Stay current on HR trends, external market dynamics, and legislation to inform decisions and ensure compliance.
Monitor workforce trends including turnover, absenteeism, overtime, and productivity metrics to proactively address operational risks.
Stay current on labor market trends, legislation, and compliance requirements affecting manufacturing and multi-site operations.
Implement innovative HR practices that enhance employee experience while supporting operational efficiency.
Partner with Compensation and Benefits teams to ensure programs remain competitive, effective, and aligned with employee needs.
Oversee the development and execution of L&D programs to enhance skills and career growth.
Champion DEI initiatives to foster an inclusive workplace.
Collaborate with Talent Acquisition to attract and retain top talent aligned with needs.
Lead, coach, and develop team members to ensure strong delivery of HR processes and site-level support.
Build HR capability within the team to operate effectively in a fast-paced, metrics-driven operations environment.
Promote collaboration, accountability, and continuous improvement within the HR team.
Lead and support high-impact projects, including merger and acquisition initiatives and other organizational transformations.