{"id":675136,"url":"https://alion.io/job/carrier-sr-hr-manager-hrbp","title":"Sr. HR Manager, HRBP","company":{"id":13755,"name":"Carrier Global Corporation","domain":"carrier.com","url":"https://alion.io/company/carrier","size_band":"5000+","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Workday","truth_index":{"grade":"A","score":99,"open_postings":135,"ghost_share":0,"stale_share":0.03,"repost_share":0.03,"time_to_fill_p50_days":28,"computed_at":"2026-10-22T06:10:10Z"}},"role":"HR","role_family":"HR","seniority":"senior","employment_type":"full_time","work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Shanghai, China"],"countries":["CN"],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":{"min_usd":32000,"max_usd":76000,"period":"year","method":"global_role_cell_scaled_by_country","sample_n":3669},"experience_years_min":8,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[],"status":"live","first_seen_at":"2026-08-26T00:00:00Z","employer_posted_date":"2026-10-08","last_verified_at":"2026-10-22T08:36:07Z","board_verified":true,"closed_at":null,"days_open":57,"trust":{"level":"ok","repost_count":1,"flags":[],"days_open":57},"description":"Build a career with confidence\nCarrier Global Corporation, global leader in intelligent climate and energy solutions is committed to creating solutions that matter for people and our planet for generations to come. From the beginning, we've led in inventing new technologies and entirely new industries. Today, we continue to lead because we have a world-class, diverse workforce that puts the customer at the center of everything we do.\nJob Summary\nThe Senior HR Manager, HR Business Partner will serve as the strategic HR partner to business leadership team, translating business priorities and growth strategies into integrated organization, talent, leadership, and culture solutions.\nThis role will lead the development and execution of the people strategy, with a strong focus on organizational effectiveness, strategic workforce planning, leadership capability, talent pipeline, performance, employee engagement, and change management. The role will partner closely with business leaders to build the organization capabilities required to support profitable growth, business transformation, operational excellence, and technology adoption.\nThe incumbent will be expected to combine strong business acumen with hands-on execution, ensure that people decisions are aligned with both short-term business priorities and the longer-term CST growth strategy.\nKey Responsibilities\n1. Strategic HR Business Partnership\nDevelop and execute an integrated HR strategy aligned with the business growth plan, operational priorities, and transformation agenda.\nBuild a deep understanding of the CST market, customers, operations, financial drivers, and competitive environment to provide relevant HR solutions.\nProvide strategic advice and constructive challenge to business leaders on organization, talent, leadership, workforce, and culture matters.\nTranslate business priorities into clear people plans, measurable actions, and sustainable organizational capabilities.\n2. Organization Effectiveness and Transformation\nLead organizational effectiveness reviews to ensure that structures, roles, capabilities, and ways of working support business priorities.\nPartner with business leaders to simplify the organization, strengthen accountability, improve cross-functional collaboration, and increase execution speed.\nSupport organizational transformation, business integration, restructuring, and operating model changes as required.\nIdentify organizational capability gaps and develop practical solutions to address them.\nAct as a change leader by building stakeholder alignment, supporting effective communication, and enabling successful adoption of business and organization changes.\n3. Strategic Workforce Planning\nLead strategic workforce planning, connecting workforce requirements with the business strategy and long-range plan.\nAssess future capability and workforce needs, including critical technical, commercial, operational, digital, and leadership capabilities.\nPartner with leaders to maintain an appropriate balance between business growth, organizational capability, workforce productivity, and labor cost effectiveness.\nUse workforce data and insights to support fact-based organization and talent decisions.\n4. Talent and Succession Management\nLead talent reviews and succession planning across the business, with particular attention to business-critical positions and leadership roles.\nBuild sustainable pipelines for general management, commercial, operations, engineering, supply chain, aftermarket, and other critical capabilities.\nIdentify high-potential and emerging talent and create differentiated development, exposure, mobility, and retention plans.\nPartner with leaders to improve succession readiness and reduce talent risks in critical positions.\nFacilitate cross-business and cross-regional talent movement where it supports individual development and organizational needs.\n5. Leadership and Capability Development\nSupport the refresh and implementation of relevant competency models.\nPromote effective adoption of technology and data-driven ways of working by ensuring leaders and employees have the required capabilities, mindset, and change support.\nEvaluate the business impact and effectiveness of learning and development initiatives.\n6. Performance and Reward Effectiveness\nDrive an effective performance management process that connects individual objectives with business outcomes.\nWork with leaders to establish clear expectations, differentiate performance, strengthen accountability, and address performance gaps promptly.\nPartner with Total Rewards to support competitive and internally consistent compensation decisions.\nPromote a high-performance culture in which contribution, capability, behaviors, and business results are appropriately recognized.\nSupport annual compensation planning, promotion reviews, retention actions, and other reward processes.\nProvide workforce and labor cost insights to support productivity and cost-effectiveness objectives.\n7. Talent Acquisition and Retention\nPartner with business leaders and Talent Acquisition to define future-focused role requirements and deliver critical hiring with speed and quality.\nStrengthen workforce pipelines for hard-to-fill and business-critical capabilities.\nEnsure selection decisions consider both immediate role requirements and longer-term leadership potential.\nIdentify retention risks and develop targeted retention strategies for critical talent.\nMonitor hiring quality, onboarding effectiveness, internal mobility, and early attrition trends.\n8. Culture, Engagement, and Inclusion\nBuild a progressive, accountable, collaborative, diverse, and inclusive work environment across the organization.\nTranslate employee engagement insights into focused business and leadership actions.\nStrengthen recognition, communication, employee listening, and leadership visibility.\nPartner with leaders to reinforce company values and expected leadership behaviors.\nPromote an employee experience and value proposition that support attraction, engagement, performance, and retention.\nEnsure organizational changes are implemented with appropriate attention to employee communication, experience, and engagement.\n9. Employee Relations and HR Governance\nProvide sound HR guidance on employee relations, performance, organizational change, and workforce matters.\nPartner with HR COE and GPS to ensure people decisions comply with local employment requirements and company policies.\nAnticipate employee relations risks and support leaders in resolving issues fairly, consistently, and promptly.\nMaintain appropriate confidentiality, professional judgment, and integrity in handling sensitive business and employee matters.\nSupport a respectful workplace and reinforce appropriate leadership and employee conduct.\nprocesses to improve employee and manager experience.\nQualifications\nEducation\nBachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related discipline is required.\nMaster’s degree or recognized HR professional qualification is preferred.\nProfessional Experience\nTypically 8 or more years of progressive HR experience\nDemonstrated experience partnering with senior business leaders on organization, talent, workforce, leadership, and transformation priorities.\nBroad HR capability across organizational design, workforce planning, talent acquisition, succession, leadership development, performance management, total rewards, engagement, employee relations, and change management.\nExperience working across multiple Asian markets, cultures, and employment environments is preferred.\nDemonstrated success in supporting business transformation, growth, productivity improvement, capability building, or organizational change.\nExperience working in a matrixed and global organization is strongly preferred.\nOur commitment to you\nOur greatest assets are the expertise, creativity and passion of our employees. We strive to provide a great place to work that attracts, develops and retains the best talent, promotes employee engagement, fosters teamwork and ultimately drives innovation for the benefit of our customers. We strive to create an environment where you feel that you belong, with diversity and inclusion as the engine to growth and innovation. We develop and deploy best-in-class programs and practices, providing enriching career opportunities, listening to employee feedback and always challenging ourselves to do better. This is The Carrier Way.\nJoin us and make a difference.\nApply Now!\nCarrier is An Equal Opportunity/AffirmativeAction Employer. 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