Human Resources Partner

Why This Role Matters

• Drives business performance through people strategy: Ensures the organization has the right talent, structure, and capabilities to meet current and future business needs.

• Enables sustainable leadership and growth: Shapes talent pipelines, engagement, and culture to support long-term success across regions and functions.

What You Will Do

• Serve as a senior HR advisor to SLT-2/3 leaders, shaping and executing HR strategies that support business objectives, organizational effectiveness, and workforce planning. Partner with business and functional leaders to address complex people matters and lead key HR processes, including performance management, succession planning, and leadership development.

• Collaborate with leadership, HRLT, and Centers of Excellence to design and deliver performance, succession, and career development strategies. Lead organization and talent reviews, identify strengths and gaps, develop action plans, and manage global talent pipelines, including successors and career paths for critical roles.

• Partner with clients to ensure continuous improvement of high-potential and development programs, mitigating current and future talent gaps. Serve as the strategic leader for development programs and initiatives that strengthen leadership capability and readiness.

• Lead and execute core HR processes for assigned client groups, including grading, compensation planning, competency development, and job architecture. Ensure compliance with local legislation and Goodyear HR policies while coaching leaders on effective and compliant people practices.

• Utilize business data and insights to identify function-specific needs and inform people-related decisions. Provide strategic input and solutions that support both short- and long-term people and organizational strategies.

What We’re Looking For 

• Bachelor's degree in business, Human Resources or a related field.

• 6 or more years of progressive Human Resources experience leading core HR processes and initiatives.

• Demonstrated experience supporting senior leaders within functions or business units, including leading, coaching, and consulting on business and HR initiatives in a fast‑paced, high‑volume environment.

• Global or enterprise HR experience within a matrixed organization, with capability in talent management, change management, and data‑driven decision-making. 

• Experience working across multiple businesses and functions, partnering with senior stakeholders and delivering effective internal customer solutions.

• Proven global people leadership, with a strong record of leading diverse teams and driving talent management, development, and retention strategies.

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