The People & Culture Business Partner (PCBP) aligns business objectives with employees and management across designated business units. The role is grounded in a deep understanding of the business and in trusted, credible relationships with leaders and employees, partnering across the People & Culture function to deliver value-added services that reflect the strategic objectives of the organization.The PCBP acts as a trusted advisor to business leaders, providing guidance on strategic workforce planning, talent management, leadership development, employee relations, performance, organizational design, and culture while ensuring compliance with people policies and labor laws. The role uses people data, analytics, and emerging tools to inform decisions and to build sustainable, future-ready organizational capability.Key ResponsibilitiesBusiness Acumen & Trusted RelationshipsDevelop a deep understanding of the business, its strategy, customers, products, commercial drivers, operating model, and financial performance, and use that understanding to shape relevant people solutions.Build and maintain trusted, credible relationships with business leaders, managers, and employees, becoming a sought-after advisor on people and organizational matters.Spend meaningful time in the business: attend leadership and team meetings, visit sites where appropriate, and stay close to the day-to-day realities of the workforce.Anticipate business needs by proactively identifying people-related risks, opportunities, and trends, and bringing forward insights and recommendations.Challenge constructively, ask the right questions, and influence with empathy, candor, and confidentiality to earn long-term trust at every level.Strategic Partnership & Workforce PlanningPartner with business leaders to understand organizational goals and translate them into aligned people strategies.Work closely with management and employees to improve work relationships, build morale, and increase productivity, retention, and engagement.Advise on workforce planning, succession planning, and skills-based talent development that anticipates future capability needs.Support organizational design, role clarity, and team effectiveness across both technical and commercial populations.Provide insights from people analytics and predictive workforce data to inform business decisions.Leadership Coaching & DevelopmentCoach leaders on performance management, leadership effectiveness, team development, and inclusive leadership behaviors.Support leadership capability development aligned with INFICON’s leadership expectations and strengthen management maturity across the organization.Equip managers to lead effectively across hybrid, distributed, and cross-cultural teams.Identify training needs at the business-unit level and individual executive coaching needs; participate in evaluation and monitoring of training programs and follow up to ensure objectives are met.Change Management & Organizational EffectivenessAct as a change partner for business leadership, supporting transformation initiatives, communications, and leadership alignment during change.Build change capability in leaders as an ongoing competency, not a one-time project skill.Help leaders navigate organizational complexity and strengthen alignment between functions and regions.Support team structures, accountability, and collaboration to improve organizational performance.Talent & Performance ManagementDrive performance management processes, including goal setting, feedback, performance reviews, and calibration.Lead talent reviews and succession discussions; identify key talent and define development actions.Coach managers on effective feedback, employee development, and engagement strategies.Support leadership development, mentoring programs, and internal mobility based on skills and potential.Employee Relations & ComplianceServe as the primary point of contact for complex employee relations matters; conduct investigations and provide guidance on disciplinary actions.Ensure consistent and fair policy application; monitor trends and escalate risks to senior People & Culture leadership.Ensure people policies and practices comply with applicable employment laws and internal standards (including local and regional employment frameworks where relevant).Develop terms for new hires, promotions, and transfers; assist with global mobility and expatriate assignments.Compensation & RewardsProvide guidance to managers on compensation, promotions, and market competitiveness.Support recognition and reward programs that retain and motivate talent.Partner with People Operations on data and analysis related to pay equity, workforce costs, and total rewards.Culture, Inclusion & Employee ExperienceChampion culture, inclusion, belonging, and engagement initiatives at the team and organizational level.Embed continuous listening, journey mapping, and employee experience design into how the business engages its people.Promote sustainable performance, wellbeing, and healthy workload practices.Hold leaders accountable for inclusive leadership and equitable talent decisions.People Analytics & TechnologyUse people data, dashboards, and predictive analytics to inform talent and organizational decisions.Act as a guardian of fairness, transparency, and human judgment in people decisions.Collaborate with People Operations to ensure consistent processes, accurate reporting, and effective use of HRIS systems.People & Culture Programs & InitiativesLead or support People & Culture programs, initiatives, and projects within assigned business units.Partner across the People & Culture function to ensure consistent delivery and value-added service to the business.. 
