Description

As a Sr. HRBP at Badger Meter, you will be a trusted advisor to leaders across our Melbourne site, aligning people strategies with business goals. You’ll use data, insights, and strong business acumen to influence decisions, guide organizational design, and support talent development. This is a handson, strategic role that helps shape our culture, leadership capabilities, and future workforce.

Strategic HR Partnership

• Partner with leaders to translate business strategies into actionable people plans
  Provide insights and recommendations using data, analytics, and workforce trends
  Identify longterm capability needs and help shape futureready HR initiatives
  Organization Design & Workforce Planning
• Assess and recommend improvements to structure, role clarity, and spans/layers
  Lead workforce planning, including headcount, skills, succession, and critical roles
  Connect HR metrics to business outcomes, driving databased decisionmaking
  Change Leadership
• Lead or support reorganizations, process changes, and new technology initiatives
  Support integration of acquisitions and new capabilities across U.S. operations
  Apply structured change management to drive adoption and minimize disruption

Talent & Leadership Development

• Build tailored development plans for highpotential and critical talent
  Support managers in career pathing, internal mobility, and development planning
  Coach leaders on decisionmaking, leadership behaviors, and team effectiveness
  Performance, Culture & Engagement
• Guide goal setting, performance reviews, and talent calibration
• Support managers in performance improvement planning
• Advance a culture rooted in Badger Meter’s values, Code of Conduct, and ESG commitments
  Leverage engagement and pulse feedback to strengthen culture and retention

Requirements

What You Bring

• Bachelor's degree in HR, Business, Psychology, Communications, or related field (Master’s preferred)
• 7+ years of progressive HR experience, including at least 3 years as an HRBP in a strategic capacity
• Proven success leading organizational change and influencing senior leaders
• Prior experience working in an M&A environment helpful
• Strong skills in talent development, organization design, succession planning, and employee relations
• Comfort working with dashboards, people analytics, and HR metrics
• Strong business acumen with understanding of manufacturing operations and P&L drivers
• Deep knowledge of U.S. employment laws and regulatory requirements
• Exceptional communication, coaching, and relationship building skills
• High integrity, sound judgment, and ability to manage sensitive information