Description HR Business Partner – Operations, EMEA Are you ready to make a meaningful impact by partnering with a dynamic Operations team across EMEA? At Fluke, we believe in continuous improvement and operational excellence, and we’re looking for an experienced HR Business Partner to help us bring that vision to life through our people. In this role, you’ll work closely with leaders in operations, manufacturing, supply chain, and logistics to align HR strategies with business priorities. You’ll be a trusted advisor, using your HR expertise and understanding of operational environments to shape workforce planning, talent development, and organizational design. Your ability to interpret business challenges through a people and culture lens will be key to driving performance and engagement. You’ll navigate complex organizational dynamics with confidence, offering insights and solutions that enhance leadership capability and employee experience. Your work will span strategic initiatives and hands-on support, always with a focus on enabling teams to do their best work. Collaboration will be central to your success, as you partner with HR colleagues across EMEA and globally to ensure consistency and alignment. This role is based in Norwich, United Kingdom, and reports to the Director HR, EMEA. If you’re passionate about building strong teams and fostering a high-performance culture in an operational setting, we invite you to join us and help shape the future of our company. Builds Manager Capability in Talent Management: Possesses demonstrated strength in equipping managers with the necessary skills and tools to effectively select, develop, and retain top talent through the Organizational Talent Assessment/Talent Review process and related operating cadence. Coach leaders on the appropriate development solutions for key talent and appropriate tools to conduct talent and development planning. In partnership with the TA organization, involved in coaching people leaders on talent selection decisions. In partnership with the COE, may be called on to design (enabled by technology) and deliver training programs and resources to enhance manager capability in talent management practices. Employee Relations and Experience: Providing guidance and support to managers on interpretation of HR policies, procedures, and best practices to promote an engaging and productive work environment and mitigate potential risks. Works closely with people leaders to coach through employee relations matters that may arise. May work closely with ER COE on workplace investigation inputs and countermeasure implementation. Performance Management: provides consultation to people leaders regarding goal setting and the full lifecycle of performance management inclusive of annual processes, feedback and coaching as part of the ongoing performance management inclusive of performance improvement plan consultation. Workforce Planning: Exhibits proficiency in workforce planning methodologies and tools to anticipate future talent needs and align workforce plans with organizational objectives. Works closely with people leaders on multiple types of workforce actions, inclusive of ramp-up, acquisitions and single role eliminations, group restructuring in alignment with shifting business strategy. Coaches leaders through organizational talent assessment. Capable of analyzing workforce data to inform manger and business decision-making and optimize resource allocation. Employee Engagement: Possesses a strong understanding of strategies and tactics to coach/partner with people leaders in fostering an inclusive culture and driving employee engagement within the workforce. Participates in problem solving efforts to understand root cause and co-develops the action plans with people leaders and teams to close the gaps. Proficient in understanding the engagement data and trends and suggesting and implementing initiatives to enhance employee engagement, retention, and productivity. Inclusion, Diversity, and Equity (IDE): Shows a strong understanding of IDE principles and practices, including creating inclusive environments, promoting diversity, and advancing equity across all HR processes and policies. Participates in problem solving efforts to understand root cause and partners with business leaders and COE to deploy tools and approaches to driving an inclusive growth culture. Requirements Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s degree or HR certification preferred). Minimum of 5 years of progressive HR experience, with at least 3 years in a business partner or HR generalist role supporting operations, manufacturing, or supply chain functions. Proven experience working in a matrixed, multinational organization, preferably within the EMEA region. Fluency in English is required and proficiency in French is a plus. Technical & Functional Skills Strong knowledge of HR practices across the employee lifecycle, including talent management, employee relations, performance management, and workforce planning. Demonstrated ability to coach and influence leaders at all levels, particularly in operational environments. Proficiency in interpreting and using HR data and analytics to drive decision-making and workforce strategies. Familiarity with HRIS systems/talent management tools. Demonstrated ability to proactively identify and interpret international employment law requirements and effectively guide the organization in navigating compliance across jurisdictions.