Job Description

CECO Environmental is a global leader in providing sustainable solutions for industrial air, water, and energy transition. Since 1966, we’ve been addressing the world’s most pressing environmental challenges. Our mission is to protect people, the environment, and industrial equipment, making a tangible impact across industries like renewable energy, semiconductor manufacturing, power generation, and water treatment. As a purpose-driven company, we foster a culture of innovation, collaboration, and integrity, ensuring that every project we undertake creates lasting positive change. At CECO, you’ll be part of a growing, dynamic team committed to a cleaner, safer, and more sustainable future.

We are proud to share that CECO was named one of Newsweek’s America’s Greatest Companies for 2025 and that Forbes recognized CECO as one of America’s Most Successful Small‑Cap Companies for 2026, marking our third consecutive year on the Forbes list. CECO Environmental is a publicly traded company on the NASDAQ under the ticker CECO, reflecting our strong growth, financial performance, and commitment to delivering value to shareholders.

JOB SUMMARY

The Human Resource Business Partner (HRBP) creates and executes HR strategy for one or more business platforms. This role performs broad professional human resources functions including HR program support and communication, employee relations, conflict resolution, workforce planning, recruiting, onboarding, performance management, and organizational development to support organizational effectiveness. The HRBP leads and participates in the design and implementation of HR processes, practices, programs and initiatives contributing to organizational success and provides guidance and coaching to facilitate the professional development of leaders. This position interprets policies and procedures and ensures alignment with company values and goals, builds credibility and maintains strong relationships with cross-functional partners, helping to achieve organizational goals initiatives and drive business results.

Your Responsibilities Will Be:

ORGANIZATIONAL EFFECTIVENESS & DEVELOPMENT:

Works with client leaders to execute all annual CECO Human Resources processes efficiently and effectively for client organization(s); including, but not limited to, HR Planning, Performance Management, Goal Setting, Merit and Promotion processes, Employee Development and Succession Planning.

Assists client groups with organizational design. Evaluates organizational skills needs and capacity, manages complex employee and labor relations issues and plans and executes employee engagement strategy.

Acts as the trusted advisor of client leaders to assist them in carrying out their business and functional plans, including operational strategy.

Identifies and capitalizes on opportunities to drive and/or lead change. Facilitates change management initiatives within assigned client units incorporating a methodology that includes: a business case for change, identification of primary stakeholders, process mapping, communications planning, action/transition planning, visioning sessions, conflict resolution, team building, and after-action review assessments.

Develops and conducts team development/team building strategies both proactively and when necessary to improve team performance. Presents options to client leaders on organizational structure, roles and responsibilities, staffing levels, etc.

Consults with clients to understand training and development needs, identify trends, patterns, etc., and presents recommendations as part of organizational training needs assessment.

Leads discussions with client leaders, develops and executes plans on all decisions affecting reductions-in-force, layoffs, or involuntary separations within their client groups with support from legal.

Provides guidance to clients to objectively assess resolve employee relations issues, unemployment claims, and charges with support from legal.  Identifies trends and root causes as opportunities to improve organizational/team and employee satisfaction.

STAFFING:

Works closely with hiring manager and talent acquisition partner to establish position requirements, necessary skills and competencies for current and future needs.

Leads the hiring manager and his/her team through effective assessment and selection process using behavioral based selection methodologies.

Participates in the interview process for critical roles.

BENEFITS & COMPENSATION:

• Consults with managers on all pay-related decisions including new hire offer ranges, merit increases, market pricing data, incentive recommendations, stock option recommendations, and other adjustments.

• Partners with Talent Acquisition on all new hire offer compensation recommendations.

• Works with leadership team members during annual Compensation Planning to ensure alignment of rewards to performance, ensuring that rewards are used as organizational levers.

• Assists with the management, administration and communication of employee benefits in collaboration with corporate business partners.

PERFORMANCE MANAGEMENT:

• Assist leaders including managers with all aspects of the annual Performance Review process.

• Participates in performance management including coaching leaders on providing effective coaching and feedback, and effective documentation practices for performance. Ensures legal compliance and provides constructive feedback to managers to improve quality of evaluation where necessary. 

OTHER RESPONSIBILITIES: 

• Serves as a leader for U.S. based process and/or program creation and improvements i.e., Change Management, Rewards and Recognition, Continuous Improvement, etc.

• Leads special projects. Demonstrates understanding of the project goal, development, and implementation process. May develop and present project proposals as well as implement selected solutions. 

• Responsible for other duties as assigned.

Required Qualifications:

• A Bachelor’s Degree in Human Resources, Business Administration, or a related field and minimum 8 years of professional experience in HR, with at least four in a generalist that required change management, organizational effectiveness/development, policy development and administration, recruitment/selection, compensation, employment law, positive employee relations, performance management, HRIS and/or employee and management training/development.
• Advanced Microsoft Office Suite; ADP or other HRIS systems applications.
• Experience supporting a diverse client group including manufacturing and non-manufacturing clients ranging from hourly operating employees to professional business functions.
• Experience working in mid-sized complex environments and matrixed organization is desirable.
• Prior HR experience in manufacturing, engineering design or commercial industrial industry experience is helpful.

ADA REQUIREMENTS:

Positions in this function typically require typing, sitting, climbing, balancing, stooping, kneeling, crouching, crawling, reaching, standing, walking, pushing, pulling, lifting, fingering, grasping, feeling, talking, hearing, seeing and repetitive motions.

• Concentrated mental and/or visual attention. The work involves performing complex tasks to very close accuracy and quality specifications, or a high degree of hand and eye coordination for sustained periods.

• The job is typically performed under comfortable working conditions; any disagreeable elements are generally absent during normal performance of job.

• Compliance with company attendance standards.

Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met.

TRAVEL REQUIREMENTS

30% travel is expected as needed to support assigned business lines(s) and must have the ability to travel across borders.