GE Aerospace P&L Finance HRBP

Job Description Summary

HR support and strategic partnership for GE Aerospace Finance P&Ls (CES, T&O, D&S, and P&AT Finance) across approximately 500 employees with 35 EB+ leaders. Acts as the HR Manager of record for this portfolio, partnering with Leaders, Managers, and Employees on organizational and employee matters; providing coaching, HR process expertise, and execution of core HR cycles by each Finance Leadership Team (FLT) client. Interprets internal and external business challenges and recommends best practices to improve organization effectiveness, talent outcomes, and people leader capability. Utilizes understanding of industry trends and finance function priorities to inform decision-making, drive proactive talent management and succession for key roles, and enable high performance across Safety, Quality, Delivery, and Cost objectives.

Job Description

Essential Responsibilities:

• Act as a leadership partner who develops and executes organization-level HR strategies to align structure, culture, and talent with business goals across CES, T&O, D&S, and P&AT Finance (500 employees; 35 EB+ leaders)
• Serve as a trusted advisor to FLTs and People Leaders; translate business strategy into actionable people plans, workforce plans, and capability roadmaps
• Lead proactive talent management and succession planning for key and critical roles, including EB+ and feeder roles
• Drive development actions for key/critical talent; track progress and outcomes
• Facilitate PPG and calibration rigor for each FLT; ensure fair, consistent talent decisions
• Design and execute hiring strategies aligned to current and future capability needs; partner closely with Talent Acquisition
• Lead EB hiring processes to ensure high-quality, diverse slates; improve time-to-fill and quality-of-hire
• Act as an Organization Design consultant to optimize spans, layers, roles, and workflows for a 500-employee footprint
• Lead change management and org health initiatives that improve clarity, speed, accountability, and productivity
• Provide People Leader coaching to elevate leadership effectiveness, inclusion, and team performance
• Diagnose team dynamics; implement interventions that improve engagement, retention, and performance
• Support culture and engagement survey activities at the FLT level; drive close-the-loop action planning and measurable improvement
• Partner with leaders to strengthen inclusion and belonging
• Execute core HR processes for each FLT, including: Talent calendar activities (succession, MRRs, development planning), compensation cycles and pay-for-performance guidance, culture and engagement survey planning, actioning, and follow-through, PPG/calibration
• Leverage people metrics to diagnose issues, prioritize actions, and measure impact across the 500-employee population
• Uphold compliance, policy, and risk management standards with unyielding integrity
• Developing expertise within the function; growing reputation within the organization
• Influence policy and ensure delivery within own function, linking with other functions (e.g., Talent Acquisition, Total Rewards, HR Operations)
• May lead functional teams or projects with moderate resource requirements, risk, and/or complexity; present business solutions to leaders; communicate complex messages; negotiate internally, and as needed with external partners/vendors
• Has major influence on a P&L finance segment and holds ownership/influence over budgets within functional policy
• Leads others to find creative solutions for complex, cross-functional people challenges; evaluates quality of information and reconciles conflicting data using multiple internal and external resources

Qualifications/ Requirements:

• Bachelor's degree from an accredited university or college in related area
• Minimum of 8 years of experience in Human Resources

Desired Characteristics:

• Strategic partner that aligns structure, culture, and talent to business strategy across functions; trusted advisor with strong executive presence.
• Enterprise mindset, bias for action, learning agility, resilience, and clear, concise communication.
• Demonstrated cross-functional leadership across HR Centers of Excellence
• Demonstrated ability to build deep pipelines for EB+ and feeders; run fair calibrations as well as drive and track development actions.
• Strong partner to Talent Acquisition with focus on ability to improve time-to-fill and quality-of-hire and ensure diverse slates.
• Demonstrated ability to optimize spans/layers/roles/workflows; lead change to boost clarity, speed, accountability, productivity.
• Demonstrated ability to elevate leader effectiveness, inclusion, and team performance; ability to diagnose team dynamics and implement interventions.
• Culture and inclusion advocate; ability to turn survey insights into owned, time-bound actions; measurably improves engagement and belonging.
• Exceptional HR process rigor: Executes PPG/calibration, comp cycles, and talent calendar on time with high data integrity and governance.
• Analytics and integrity champion: Uses people metrics to diagnose, prioritize, and measure impact; upholds compliance with unyielding integrity.

Additional Information

Compensation Grade

SPB1

GE Aerospace offers a great work environment, professional development, challenging careers, and competitive compensation. GE Aerospace is an Equal Opportunities Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.

GE Aerospace will only employ those who are legally authorized to work in the United States for this opening.

Relocation Assistance Provided: Yes