Senior HR Business Partner

Badger Meter - Where Every Drop Counts and So Do You
 

At Badger Meter, we're more than a leading global water technology company - we're innovators with a mission: to preserve and protect the world's most precious resource. For over 120 years, our trusted solutions have enabled our customers to optimize the delivery and use of water, maximize revenue and reduce waste.

Every employee at Badger Meter is an important part of our success. Here, your work doesn't just move a business forward - it shapes a more sustainable future. We are committed to building a workplace where we celebrate differences, empower voices, and encourage fresh ideas that drive innovation.

When you join us, you'll find:

• Purpose-driven work that makes a real difference in communities around the globe.

• Career growth and development opportunities designed to help you achieve your potential.

• A supportive, inclusive culture where collaboration and creativity thrive.

Be part of something bigger. At Badger Meter, your contributions will ripple far beyond the workplace - creating lasting change for people and the planet.

What You Will Contribute:
 

The Senior Human Resources Business Partner (Sr. HRBP) is a strategic advisor to Badger Meter’s business leaders. This role aligns people strategies with business objectives, using data, insight and strong business acumen to help leaders build high-performing, engaged teams. The Sr. HRBP is a true business partner – shaping organization design, talent and workforce plans, leadership capabilities, and change initiatives that support Badger Meter’s growth as a global leader in smart water solutions and flow measurement technologies.

Job Duties:

• Serve as a trusted advisor to US leaders across the business.
• Participate in business reviews and planning, translating business strategies into integrated people plans (organization, talent, capabilities, culture).
• Identify medium- and long-term capability needs (e.g., digital, analytics, automation, smart water solutions) and shape HR initiatives to address them.
• Assess organization structure, spans/layers and role clarity; recommend changes to improve agility, accountability and scalability across US sites.
• Lead workforce planning for assigned groups (headcount, skills, succession, critical roles)
• Support integration of acquisitions or new capabilities into US operations as needed.
• Partner with Talent Development to build targeted development plans for high-potential and critical talent in operations and technical roles.
• Support managers in career pathing, internal mobility and development planning aligned to our future-state water technology and digital skills.
• Coach leaders on leadership behaviors, decision-making, change leadership and team effectiveness.
• Strengthen manager capability in areas such as feedback, performance conversations, engagement, and inclusive leadership.
• Provide candid, constructive counsel, including the willingness to challenge leaders respectfully when needed.
• Guide annual goal setting, performance reviews and calibration for assigned groups.
• Help leaders link individual goals to business outcomes (safety, quality, delivery, cost, customer satisfaction).
• Support performance improvement plans, coaching leaders on how to manage performance issues consistently and fairly.
• Use engagement, eNPS and pulse feedback to identify themes and partner with leaders on action plans that strengthen culture and retention.
• Champion a culture aligned with Badger Meter’s values, Code of Conduct and ESG commitments.
• Lead or support change initiatives (reorganizations, technology/automation implementations, process changes) using structured change management approaches.
• Monitor progress of key people initiatives and report outcomes to HR and business leadership. Connect metrics to business outcomes: Link HR data (turnover, time-to-fill, absenteeism, safety, engagement, DEI, etc.) directly to operational and financial impacts.
• Partner with leaders to translate insights into specific actions (e.g., targeted development, retention plans for critical roles, manager training, changes in staffing models) with clear owners, timelines and success measures.
• Track, adjust and communicate impact: Establish baseline metrics, monitor progress over time, and regularly review what’s working or not—adjusting actions as needed and communicating wins and lessons learned back to leaders.

Education and Experience:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development or related field required.
• Master’s degree and/or HR certification (SHRM-CP/SCP, PHR/SPHR) strongly preferred.
• Minimum of 8+ years of progressive HR experience, with at least 3+ years in a Senior HR Business Partner (or equivalent strategic HR) role.

Qualifications:

• Experience supporting directors and senior leaders
• Demonstrated experience in organization design, talent management, succession planning and complex employee relations.
• Proven track record leading or supporting change initiatives (technology, process or organizational).
• Experience in using people metrics and analytics to drive business outcomes and align people strategy with business strategy.

Competencies:

• Business Acumen: Understands manufacturing, operations and P&L drivers; can connect people decisions to business outcomes.
• Strategic & Systems Thinking: Sees patterns and interdependencies across sites and functions; balances near-term needs with long-term capability building.
• Influence & Executive Presence: Credible, composed and direct; able to influence directors and senior leaders
• Data-Driven Mindset: Comfortable using data, dashboards and analytics to diagnose issues and shape recommendations.
• Change Leadership: Skilled at building stakeholder alignment, managing resistance and sustaining behavior change.
• Coaching & Communication: Strong listener and communicator; skilled at giving clear, candid feedback and simplifying complex topics.
• Collaboration: Works effectively across HR Centers of Expertise (Talent, Total Rewards, HRIS, and with global HR colleagues).
• Integrity & Judgment: Exercises sound judgment and maintains high standards of confidentiality and ethics.

Working Conditions:

• Work is performed in an office environment and requires the ability to operate standard office equipment.
• Requires prolonged periods of talking/listening.
• Must be able to sit for prolonged periods of time.

#SP123

Competitive Total Rewards at Badger Meter:

• Competitive Pay

• Annual Bonus

• Eligible for Annual Pay Increases

• Comprehensive Health, Vision, and Dental Coverage 

• 15 days Paid Time Off + 11 Paid Holidays  

• Two Ways to Save for Retirement: Badger Meter contributes 25 cents for every dollar you contribute to the plan, up to 7% of your eligible compensation.  In addition to the match, the company will also contribute 5% of your eligible compensation to your Defined Contribution account on an annual basis. Additional access to a certified financial planner to help ensure your money is working for you, at no cost!

• Employer Paid benefits including: Employee Assistance Program (EAP), Basic Group Life Insurance, Short Term Disability, and more 

• Educational Assistance – Tuition Reimbursement up to $5,250 

• Voluntary benefits including: Additional Life Insurance, Long Term Disability, Accident and Critical Illness coverage

• Health Savings Account (HSA) & Flexible Spending Account (FSA) options

An Equal Opportunity/Affirmative Action Employer. This company considers candidates regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status. Applicants can learn more about their rights regarding equal opportunity in employment by viewing the federal "EEO is the Law" poster and the “EEO is the Law” poster supplement at http://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm

Badger Meter complies with all aspects of the Americans with Disabilities Act (ADA), as amended by the ADA Amendments Act, and all applicable state or local disability laws. This means that we will reasonably accommodate qualified employees with a disability if accommodation would allow them to perform the essential functions of their job, unless doing so would create an undue hardship.  

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