Job Overview

About TE Connectivity 
TE Connectivity plc (NYSE: TEL) is a global industrial technology leader creating a safer, sustainable, productive, and connected future. As a trusted innovation partner, our broad range of connectivity and sensor solutions enable the distribution of power, signal and data to advance next-generation transportation, energy networks, automated factories, data centers enabling artificial intelligence, and more.
Our more than 90,000 employees, including 10,000 engineers, work alongside customers in approximately 130 countries. In a world that is racing ahead, TE ensures that EVERY CONNECTION COUNTS. Learn more at www.te.com and on LinkedIn, Facebook, WeChat and Instagram. 

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The Role
The Connected Living Solutions (CLS) HR Business Partner is a strategic HR leader embedded within the Connected Living Solutions (CLS) HR team, responsible for partnering with Strategy / Business Development and Marketing leadership and teams to enable business growth, organizational effectiveness, BU-level talent initiatives, and talent outcomes.
In addition to core HR Business Partner responsibilities, this role serves as the HR Program Management Office (PMO) lead for CLS, overseeing the planning, execution, and continuous improvement of annual HR processes and leading priority talent initiatives across the BU.

Job Requirements

Key Responsibilities
Strategic Business & Functional Partnership
•    Serve as a trusted HR advisor to Strategy / Business Development and Marketing leadership teams, interpreting business challenges and translating them into people, organization, and capability priorities.
•    Partner with leaders to assess and address workforce strategy, capability gaps, leadership effectiveness, and organizational design to support growth initiatives and go-to-market strategies.
•    Proactively analyze business trends, organizational health indicators, and talent data to influence strategic decision-making.
•    Coordinate effectively with the HR Solutions organization and HR COEs to effectively lead the successful delivery of the HR services required to drive the business imperatives of the BU and/or Function.
Talent, Organization & Organizational Effectiveness
•    Lead delivery of strategic BU talent management initiatives, including succession planning, talent reviews, leadership development, critical role identification, talent movement, and actions to strengthen leadership pipelines across CLS.
•    Support organization design and workforce planning efforts aligned to evolving strategy, business development priorities, and marketing capability needs.
•    Partner with CLS HR leadership and business stakeholders to define, prioritize, and execute BU-wide talent initiatives that address strategic capability gaps, accelerate readiness for critical roles, and improve talent visibility across functions and regions.
•    Drive governance, stakeholder alignment, metrics, and follow-through for BU talent initiatives, ensuring outcomes are translated into clear actions, ownership, and measurable progress.
•    Partner with leaders on change management, team effectiveness, and culture initiatives to drive sustained performance and engagement. 
•    Leverage enterprise tools, data, and COE expertise to deliver high-impact solutions while maintaining strong local business partnership.

HR PMO & Annual Process Leadership
•    Act as the CLS HR PMO lead, owning end-to-end planning, governance, and execution of annual HR processes, including: 
o    Performance Management
o    Talent Reviews and Organizational Leadership Reviews (OLR)
o    Compensation and incentive planning cycles
o    Engagement survey action planning
•    Establish clear timelines, governance, stakeholder roles, and communication rhythms to ensure consistent, high-quality execution across CLS.

What your background should look like

•    Bachelor’s degree in human resources, Business Administration, or related field; Master’s degree preferred.
•    8+ years of progressive HR experience, with demonstrated success in HR Business Partner roles supporting senior leaders and complex organizations.
•    Proven experience partnering with functions and leadership in a matrixed, global environment.
•    Strong background in program management, BU-level talent initiative leadership, annual HR process leadership, and cross-functional coordination.
•    Demonstrated ability to influence without authority and navigate competing priorities in a fast-paced environment.

Competencies