Job Overview

The HR Regional Partner serves as a trusted advisor to business leaders and employees across a diverse client group, including onsite and remote populations. This role supports employees at TE's Harrisburg and Wayne locations, as well as remote teams within Global Automotive, GATD, ICT, Sensors, Global Operations, and TS Segment. 

Key Responsibilities
 
Business Partnership & Leadership
•    Serve as the primary HR partner to assigned Corporate Function leaders and teams across Global Automotive, GATD, ICT, Sensors, Global Operations, and TS Segment.
•    Partner with leaders to align talent and workforce strategies with business objectives, organizational priorities, and future capability needs.
•    Provide strategic coaching and guidance on organizational effectiveness, leadership effectiveness, workforce planning, and change management.
•    Build trusted partnerships with leaders and employees across both remote and onsite populations.
•    Support business leaders in navigating organizational changes, team structures, and talent decisions.
 
Workforce & Talent Strategy
•    Partner with leaders to develop workforce plans aligned with business growth, transformation, and capability requirements.
•    Drive talent reviews, succession planning, performance management, and development planning processes.
•    Facilitate career development and internal mobility discussions to strengthen organizational capability and employee engagement.
•    Coach leaders on performance, retention, employee development, and team effectiveness.
•    Collaborate with Total Rewards, Talent Management, and other HR Centers of Excellence to execute enterprise talent initiatives.
 
Employee Relations & Employee Experience
•    Lead proactive employee relations efforts by guiding workplace concerns, performance issues, policy interpretation, and conflict resolution.
•    Foster a culture of inclusion, accountability, engagement, and high performance consistent with TE values.
•    Partner with leaders to assess and respond to employee engagement trends and Every Voice Counts survey results.
•    Develop action plans that strengthen team effectiveness, leadership capability, and employee experience.
•    Ensure compliance with company policies and applicable employment laws.
 
Organizational Effectiveness & Change Management

•    Lead and support organizational changes, restructures, and business transformation initiatives.
•    Provide change management consultation and support leaders through periods of growth, integration, and organizational evolution.
•    Identify organizational effectiveness opportunities and recommend solutions that improve collaboration, capability, and performance.
•    Support implementation of enterprise and regional HR programs while driving adoption and business alignment.

Regional & Enterprise Integration 

• Operate within the HR Regional Partner model, aligning local actions to regional standards. 
• Leverage HR Service Centers and COEs for delivery while maintaining local ownership and accountability. 
• Collaborate across sites and BUs to share best practices and improve HR capability at scale. 

What your background should look like:

What a Strong Candidate Looks Like
 
Experience & Capability
•    Bachelor’s degree required; HR or related field preferred.
•    7+ years of progressive HR experience, with demonstrated success as an HRBP or HR Generalist in a manufacturing or operational environment.
•    Experience supporting U.S. immigration and global mobility programs, including partnering with business leaders, employees, and external counsel on work authorization, employment-based visas, compliance, and employee mobility matters.
•    Proven ability to influence and partner with leaders in a matrixed organization.
•    Strong balance of strategic thinking and hands-on execution.
 
Leadership & Style
•    Credible coach and advisor who earns trust through presence, judgment, and follow-through.
•    Experience collaborating cross-functionally, often requiring strong negotiation and conflict resolution.
•    Comfortably operating in ambiguity while driving structure, discipline, and results.
•    Data-informed, process-oriented, and biased toward action.
•    High emotional intelligence with the ability to challenge leaders constructively.
 
Operating Expectations
•    Periodic On-site presence to support teams as needed.
•    Commitment to safety, compliance, and ethical leadership.

Competencies