Job Description

About ITT:

ITT is a leading manufacturer of critical components for harsh environments that serves fast-growing end markets in flow, aerospace and defense, energy and transportation. Building on our heritage of innovation, we partner with our customers to deliver solutions to the key industries that underpin our modern way of life.Headquartered in Stamford, CT, we have more than 11,700 employees globally with operations in ~40 countries and sales in more than 125. At our core is our engineering DNA, with 1,280+ engineers, 1,700+ active global patents and ~51 manufacturing locations.

Our businesses are organized in three distinct segments, each based around our core engineering DNA:

Industrial Process: A global leader in centrifugal and twin-screw pumps and engineered valves for chemical, energy, mining, and industrial applications. Our leading brands include the iconic Goulds Pumps (with more than 175 years of history), Bornemann, Habonim, Engineered Valves, Rheinhütte Pumpen and Svanehøj.

Motion Technologies: A global leader in brake pads (ICE and electrified brake pads) and shock absorbers (energy absorption solutions) for transportation applications. Our leading brands include Friction Technologies, KONI and Axtone.

Connect and Control Technologies: A leader in critical applications for the aerospace, defense and industrial markets, including harsh environment connectors and control components. Our leading brands include ITT Cannon, Enidine, Aerospace Controls and kSARIA.

The HR/TM Business Partner drives and delivers Talent Management solutions, facilitates robust talent processes (reviews, succession, IDPs), and coach leaders to elevate performance, engagement, and readiness for growth. This Business Partner will provide strategic HR partnership to Functional and Business leaders with a primary emphasis on building organizational capability, driving change, and advancing performance and talent management outcomes. The role collaborates closely with COEs and site/business leadership to ensure people strategies enable business results. This job is 70% execution of Talent Management projects, initiatives and processes and 30% HRBP support.

Essential Responsibilities

Talent Management & Leadership Development

• Under the direction of Talent Management Director, Drive end-to-end Performance Management and Talent Management cycles for the value center. Drive ‑follow-through‑ actions with other HRBP’s and business leaders.
• Works with Talent Management Director to prepare and maintain all Talent Management related databases; decks; succession ensure bench strength and readiness profiles are current and actionable.
• Works closely with business unit HRBP’s and leaders of key talent individuals to ensure they have an Individual Development Plans (IDPSs) in place and holds them accountable for development execution and progress.
• Support HRBP’s efforts and partners with leaders to build a talent pipeline to include college programs; monitor conversion/retention for interns and emerging talent segments.
• Support and at times drive Learning and Development initiatives.

HR Strategic Partnering & Organizational Development

• Coach leaders on culture, engagement, inclusion, performance and talent management practices that enable high performing‑ teams. Track engagement indicators and partner with leaders on action plans that measurably improve team health and retention.
• For assigned client group, diagnose organizational effectiveness using data (structure, spans & layers, capability, engagement), and design or facilitate OD interventions (org design, role clarity, process improvements, team effectiveness, leadership routines).
• Partners with Finance to support CCT workforce planning (capability, capacity, critical roles, ratios, and finance KPIs) and provide insights that link talent decisions to business outcomes.

Overall responsibilities:

• Use data (talent metrics, succession coverage, time to‑ fill for critical roles, internal mobility, performance distribution) to guide ‑decision-making‑; create dashboards and narratives leaders can act on.
• Ensure compliance with policies and standards across talent and HR operations; drive continuous improvement and simplification
• Supports projects and initiatives across the enterprise

Position Requirements

• Bachelor’s degree in HR, OD, I/O Psychology, Business or related field; master's degree preferred.
• 7+ years of progressive HRBP experience, with experience in Talent Management and Org Design.
• Proven facilitation/coaching skills with senior leaders; successful track record leading change and talent processes (reviews, succession, IDPs).
• Strong data literacy; able to translate analytics into practical actions.
• Experience in manufacturing/engineering environments strongly preferred
• Experience working in matrix organizations is strongly preferred.

Equal Pay Act Statement

We aim to pay our ‘ITT’ers’ fairly and competitively in the locations that they live and work. Pay-for-performance is a principle that we believe in, and employees are rewarded based not only on ‘what’ they accomplish, but also on ‘how’ they reflect ITT’s values. ITT offers a competitive salary and robust total rewards package, such as health insurance, 401(k), short and long-term disability, paid time off, growth and developmental opportunities, and other incentive compensation programs. Specific benefits are dependent upon whether or not the position is part of a collective-bargaining agreement. The salary offered to a candidate is based several factors such as candidate experience and qualifications, location, as well as market and business considerations.

Equal Pay Act Range

Annual salary range is from $106,300.00 to $158,700.00, plus benefits & incentive plan.