Business HR Partner (HRBP)

Delta, founded in 1971, is a global provider of power and thermal management solutions. Its mission, "To provide innovative, clean and energy-efficient solutions for a better tomorrow," focuses on addressing key environmental issues such as global climate change. As an energy-saving solutions provider with core competencies in power electronics and automation, Delta's business categories include Power Electronics, Mobility, Automation, and Infrastructure.

About the Role

The Business HR Partner (BHR) serves as a dedicated, embedded HR strategic advisor within an assigned Strategic Business Partner (SBP) / Business Group at Delta Electronics America. This role is the critical link between the business and the HR function — moving HR from a transactional support role to a proactive strategic driver of people, culture, and organizational effectiveness. The BHR will own the end-to-end people agenda for their assigned business unit, working directly with Business Heads and senior leaders to design and execute people strategies that accelerate business goals.

Two headcounts open for this role in Fremont, CA. One supports Delta Industrial Automation Group; the other supports Delta IT Hardware Group.

Responsibilities

• Strategic Business Partnership
  • Act as the primary HR advisor and trusted partner to the Business Head and senior leadership team of the assigned SBP.
  • Translate business strategy into a people and organizational strategy that drives performance and growth.
  • Provide insights on workforce trends, people analytics, and talent risk to influence business decisions.
• Talent Management & Workforce Planning
  • Lead annual talent reviews, HIPO identification, and succession planning for critical roles within the SBP.
  • Partner with Talent Acquisition to design and execute strategic hiring aligned to business growth plans.
  • Proactively manage workforce planning — headcount forecasting, skills gap analysis, and organizational design.
• Capability Building
  • Design and facilitate manager capability programs, including performance management, feedback, and team effectiveness.
  • Identify leadership gaps early and co-design interventions before issues escalate.
• Organizational Effectiveness & Change Management
  • Drive organizational design reviews and restructuring initiatives in partnership with business leadership.
  • Lead change management efforts during business transformations, ensuring employee engagement and communication.
  • Improve team effectiveness through culture-building, employee engagement surveys, and action planning.
  • Work with HR COEs (Compensation, TA, L&D, HRIS) to deploy aligned HR programs within the business unit.

Requirements

• MBA / PGDM in HR or equivalent from a reputed institution.
• 6–8 years of progressive HR experience, with 3+ years as an HRBP / Strategic HR.
• Demonstrated experience in talent management and succession planning.
• Strong stakeholder management and executive-level influencing skills.
• Proficiency in HR analytics and data-driven decision-making.

Preferred Qualifications

• Experience in technology / electronics / manufacturing industries.
• Exposure to global / matrix organizations.
• Certification in coaching, OD, or change management (ICF / SHRM / CIPD).
• Familiarity with Workday or similar HRIS.
• Comfort working across multiple business units and geographies.

Skills

• Business Acumen: Understands P&L, business strategy, and market dynamics to shape people decisions.
• Strategic Thinking: Connects long-term business vision to near-term people and org design actions.
• Influence & Trust: Builds credibility with senior stakeholders through expertise, candor, and results.
• Talent Judgement: Assesses talent accurately, identifies potential early, and makes bold talent bets.
• Execution Excellence: Delivers HR programs with speed, quality, and measurable business impact.
• Coaching & Development: Develops managers and leaders through coaching, feedback, and capability programs.

What Success Looks Like — First 12 Months

• Establish deep trust with the Business Head and leadership team of the assigned SBP.
• Complete a comprehensive talent review and succession plan for top critical roles.
• Reduce open HR issues backlog and average resolution time through proactive relationship management.
• Launch a structured manager capability program reaching all people managers.
• Understand and deliver a workforce plan and organizational design recommendation aligned to the SBP's growth plan.
• Achieve an employee engagement score improvement in the assigned business unit by year-end.

Pay

The base salary range for this full-time position is $115,000–$150,000 per year. Actual pay will depend on factors such as location, skills, experience, market conditions, and business needs. This role may also be eligible for incentive pay, subject to the terms of the applicable plan.

Benefits

• Health coverage, wellness resources, and retirement savings plan.
• Paid time off and other company-sponsored programs.
• Parental leave provided in accordance with applicable law.