Cummins Emission Solutions - HRBP Director

We are looking for a talented HR Business Partner (HRBP) Director for our Cummins Emission Solutions (CES) business. Must be based in Columbus or Indianapolis, IN, or one of the global CES locations.

The Cummins Emission Solutions HRBP Director serves as a senior strategic leader supporting a global organization of more than 4,000 employees across 10 countries. This role provides HR leadership to one of the most profitable and strategically critical segments of the Components business, generating over $3.5B in revenue and operating with its own P&L—an uncommon level of scope and autonomy at this level.

The CES HRBP Director will shape a forward‑looking talent strategy that enables innovation, responsible growth, and operational excellence across a truly global footprint that includes 12 manufacturing sites, 7 technical centers and two joint ventures. With major global strategic initiatives underway, a second year integration of an acquired business, and ongoing work to evolve the value chain and supply chain models, the HRBP Director plays a pivotal role in aligning talent with the needs of the future.

In this role, you will make an impact in the following ways: 

• Quickly establishing presence, credibility and value as part of the global CES Business Team
• Partnering with the business to drive talent outcomes and enhance our culture to enable business success, including having the foresight to understand how these will change over time and adapt the strategy accordingly
• Executing on key business priorities and initiatives
• Operating in service of, and in partnership with, the business to proactively engage, listen, and collaborate proactively with business leaders to identify strategic needs, purposefully balance enterprise and local needs, shape solutions and interventions, and determine priorities using technology and people analytics
• Leveraging the full HR function to deliver as ONE HR team within CES and beyond (as part of the broader Components HR Leadership Team, and as a CMI leader
• Developing authentic and capable leaders who embody Cummins Leadership Behaviors and bring talent strategies to life
• Applying strong HR consulting judgment by assessing the environment, balancing stakeholder needs, and delivering holistic solutions that support both employees and the organization
• Valuing and leveraging diverse perspectives, recognizing how different backgrounds strengthen decision‑making and business outcomes
• Demonstrating self‑awareness through ongoing reflection and feedback, using insights to refine your leadership impact
• Operating with business and strategic acumen, understanding market dynamics and anticipating future needs to shape forward‑looking talent and organizational strategies 
• Navigating ambiguity with autonomy, synthesizing complex information into clear, actionable recommendations and driving decisive action aligned to business priorities 
• Leading with proactive ownership and focus on leadership impact—elevating conversations, shaping outcomes, and ensuring decisions reflect strategic intent

To be successful in this role you will need the following: 

• Develop strategic workforce solutions by linking innovative talent strategies to business objectives, identifying talent risks and opportunities, and designing plans that address the complex needs of the organization. 
• Serve as a strategic consultant by understanding current and future business challenges and ensuring HR priorities are aligned to and actively support strategic business goals. 
• Facilitate collaboration across the HR function, working as ONE HR team by clarifying ownership, coordinating timelines, and adjusting plans as needed to deliver integrated, high‑impact solutions. 
• Lead organization effectiveness and change efforts by identifying where structure, processes, or culture need to evolve and courageously driving change initiatives that strengthen performance and future readiness. 
• Coach and develop leaders by investing in their growth, helping them identify development areas, building effective development plans, and ensuring robust succession planning for pivotal roles. 
• Champion culture and engagement through strong listening mechanisms, acting on employee feedback, and implementing meaningful actions that enhance engagement, connection, and the overall employee experience.

Experience / Education

• Demonstrated success as an effective HR leader and business partner who can anticipate requirements and drive outcomes accordingly
• Demonstrated success in developing, coaching and managing talent resulting in a “leveling up” of the organization
• College, university, or equivalent degree in Human Resources, Business or related field
• Requires 20–25% travel, including domestic and international trips

Compensation

Please note that the salary range provided is a good faith estimate on the applicable range. The final salary offer will be determined after considering relevant factors, including a candidate’s qualifications and experience, where appropriate.