People & Culture Business Partner - Operations Unit

About the role

INFICON is a leading provider of innovative instrumentation, critical sensor technologies, and Smart Manufacturing/Industry 4.0 software solutions that enhance productivity and quality of tools, processes, and complete factories. The People & Culture Business Partner (PCBP) aligns business objectives with employees and management across designated business units, grounded in a deep understanding of the business and trusted relationships with leaders and employees.

Responsibilities

• Business Acumen & Trusted Relationships:
  • Develop a deep understanding of the business, its strategy, customers, products, commercial drivers, operating model, and financial performance to shape relevant people solutions.
  • Build and maintain trusted, credible relationships with business leaders, managers, and employees; become a sought-after advisor on people and organizational matters.
  • Spend meaningful time in the business: attend leadership and team meetings, visit sites where appropriate, and stay close to the day-to-day realities of the workforce.
  • Anticipate business needs by proactively identifying people-related risks, opportunities, and trends, and bringing forward insights and recommendations.
  • Challenge constructively, ask the right questions, and influence with empathy, candor, and confidentiality to earn long-term trust at every level.
• Strategic Partnership & Workforce Planning:
  • Partner with business leaders to translate organizational goals into aligned people strategies.
  • Work closely with management and employees to improve work relationships, build morale, and increase productivity, retention, and engagement.
  • Advise on workforce planning, succession planning, and skills-based talent development that anticipates future capability needs.
  • Support organizational design, role clarity, and team effectiveness across both technical and commercial populations.
  • Provide insights from people analytics and predictive workforce data to inform business decisions.
• Leadership Coaching & Development:
  • Coach leaders on performance management, leadership effectiveness, team development, and inclusive leadership behaviors.
  • Support leadership capability development aligned with INFICON’s leadership expectations and strengthen management maturity across the organization.
  • Equip managers to lead effectively across hybrid, distributed, and cross-cultural teams.
  • Identify training needs at the business-unit level and individual executive coaching needs; participate in evaluation and monitoring of training programs and follow up to ensure objectives are met.
• Change Management & Organizational Effectiveness:
  • Act as a change partner for business leadership, supporting transformation initiatives, communications, and leadership alignment during change.
  • Build change capability in leaders as an ongoing competency, not a one-time project skill.
  • Help leaders navigate organizational complexity and strengthen alignment between functions and regions.
  • Support team structures, accountability, and collaboration to improve organizational performance.
• Talent & Performance Management:
  • Drive performance management processes, including goal setting, feedback, performance reviews, and calibration.
  • Lead talent reviews and succession discussions; identify key talent and define development actions.
  • Coach managers on effective feedback, employee development, and engagement strategies.
  • Support leadership development, mentoring programs, and internal mobility based on skills and potential.
• Employee Relations & Compliance:
  • Serve as the primary point of contact for complex employee relations matters; conduct investigations and provide guidance on disciplinary actions.
  • Ensure consistent and fair policy application; monitor trends and escalate risks to senior People & Culture leadership.
  • Ensure people policies and practices comply with applicable employment laws and internal standards.
  • Develop terms for new hires, promotions, and transfers; assist with global mobility and expatriate assignments.
• Compensation & Rewards:
  • Provide guidance to managers on compensation, promotions, and market competitiveness.
  • Support recognition and reward programs that retain and motivate talent.
  • Partner with People Operations on data and analysis related to pay equity, workforce costs, and total rewards.
• Culture, Inclusion & Employee Experience:
  • Champion culture, inclusion, belonging, and engagement initiatives at the team and organizational level.
  • Embed continuous listening, journey mapping, and employee experience design into how the business engages its people.
  • Promote sustainable performance, wellbeing, and healthy workload practices.
  • Hold leaders accountable for inclusive leadership and equitable talent decisions.
• People Analytics & Technology:
  • Use people data, dashboards, and predictive analytics to inform talent and organizational decisions.
  • Act as a guardian of fairness, transparency, and human judgment in people decisions.
  • Collaborate with People Operations to ensure consistent processes, accurate reporting, and effective use of HRIS systems.
• People & Culture Programs & Initiatives:
  • Lead or support People & Culture programs, initiatives, and projects within assigned business units.
  • Partner across the People & Culture function to ensure consistent delivery and value-added service to the business.

Qualifications

• Required Skills & Abilities:
  • Strong business acumen and curiosity, able to learn a business quickly and translate strategy into people priorities.
  • Proven ability to build trusted relationships and credibility with leaders, managers, and employees at all levels.
  • Excellent verbal and written communication skills.
  • Excellent interpersonal and customer service skills.
  • Strong coaching capability, with the ability to influence and challenge senior leaders effectively.
  • Ability to comprehend, interpret, and apply applicable laws, guidelines, regulations, and policies.
  • Strong analytical and problem-solving skills, with comfort using people data and analytics tools.
  • Familiarity with AI-enabled HR tools and a thoughtful, ethical approach to their use.
  • Excellent organizational skills, attention to detail, and a proven ability to meet deadlines.
  • Demonstrated commitment to diversity, equity, inclusion, and belonging.
  • Ability to acquire a thorough understanding of the organization’s structure, jobs, qualifications, and compensation practices.
• Education & Experience:
  • Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field (advanced degree a plus).
  • 6–8+ years of progressive HR/People experience, with at least 3 years in a business partner or advisory role; highly preferred experience supporting manufacturing and operations groups within a technical organization.
  • Experience supporting commercial, sales, or technical organizations through transformation and change.
  • Working knowledge of multiple human resource disciplines, including compensation, organizational diagnosis, employee relations, performance management, and applicable employment laws.
  • Experience working with HRIS systems and leveraging people analytics.
  • SHRM-CP, SHRM-SCP, HRCI PHR, HRCI SPHR, or equivalent credential, or the ability to obtain certification within one year of employment.
  • Fluency in English required; additional languages (e.g., Spanish, German) a plus depending on regional scope.

Pay

The expected salary range for this position is between $112,000 and $120,000 per year. The actual compensation will be determined based on experience, location, and other factors permitted by law.

Benefits

• Profit-sharing bonus with a target of 10%.
• 401K match up to 8% (vesting schedule).
• Major medical, dental, health, and vision insurance.
• 401K retirement plan.
• Vacation and sick time.
• Tuition reimbursement.
• Relocation assistance.
• Discretionary bonus.
• Ongoing green initiatives, flexible work hours, and a variety of health and wellness programs.