Sr. HR Business Partner, Commercial (Digital Growth + Sales)

About this role

A collective energy and ambition. A place where you can make a real difference.

We’re a company that genuinely cares about our people, our products, our consumers and the environment.

Our unique, informal culture champions courage, determination and collaboration. Knowing we have an open and supportive team means each of us has the freedom to take responsibility and ownership. We have a shared passion to work hard, innovate and push boundaries.

United by the belief that when we strive for growth, anything is possible. While we might not be the largest company in our industry, we believe we can have the biggest impact because: Together We Have the Power to Win.

Job Summary Church & Dwight is seeking a Sr. HR Business Partner to join our team. As the Sr. HR Business Partner for the Commercial business, you will serve as a strategic HR partner to the Sales and Digital Growth organizations and a key partner to the Sr. Director, HR Business Partner (Commercial) in supporting the overall Commercial people strategy.

About the Role This role will translate business priorities into practical talent, organization, engagement, capability, and workforce plans that enable business performance, while bringing forward insights and recommendations that shape how the people agenda is executed across the Commercial organization. This role requires a commercially minded HR leader who can build trusted relationships, influence senior leaders, use data and business insights to diagnose opportunities, and move with urgency to bring forward pragmatic, business-focused solutions that support both the business agenda and the broader Commercial people strategy.

Work Environment    

• Hybrid : This is a hybrid role based in Ewing, NJ and requires in - person attendance on Tuesdays, Wednesdays, and Thursdays, with remote work options on Mondays and Fridays.  

Role Accountabilities and Responsibilities: • Translate Sales and Digital Growth business priorities into talent, organization, engagement, and capability plans that support execution of the Commercial people strategy.

• Serve as a trusted advisor to business leaders, providing independent coaching, guidance, and constructive challenge on leadership effectiveness, talent decisions, performance management, employee engagement, and organizational effectiveness.

• Anticipate business needs and respond with agility, sound judgment, and practical HR solutions that help leaders move priorities forward.

• Use HR data, engagement insights, workforce trends, and business context to identify risks and opportunities, make sound recommendations, and influence practical people solutions.

• Develop organization design and workforce planning recommendations, assess options and implications, and help advance thoughtful proposals that improve organizational effectiveness and business performance.

• Lead and support HR programs, initiatives, and change efforts with urgency and discipline, ensuring people-related actions effectively advance Commercial business priorities and enterprise HR practices.

• Partner with leaders on talent management, succession planning, development planning, and retention strategies to strengthen leadership capability and build a strong, diverse talent pipeline.

• Advise leaders through performance management and employee development processes, including coaching on effective feedback, difficult conversations, performance expectations, and development actions.

• Partner with HR COEs to deliver integrated solutions across talent acquisition, compensation, learning and development, employee relations, organizational effectiveness, and total rewards.

• Provide guidance on compensation, recognition, and retention initiatives that support functional people priorities.

• Apply sound judgment and knowledge of company policies, employment practices, and HR governance to support fair, consistent decision-making and mitigate risk.

• Handle complex and highly confidential HR matters with discretion, escalating appropriately and partnering stakeholders as needed.

• Act as a member of the Sales and Digital Growth leadership teams, representing HR priorities and bringing forward insights that support business and people outcomes.

• Leverage HR systems, digital tools, and emerging AI-enabled practices where appropriate to improve insight, efficiency, and leader and employee experience.

Education and Experience: • Bachelor’s degree in Human Resources, Business, or a related field required.

• 8+ years HR experience in all aspects of HR management, with emphasis on consulting, employee relations, and organizational development.

• Must have prior experience as an HR Business Partner supporting, coaching and influencing Senior Leaders and their extended teams.

• Experience supporting a commercial, sales, marketing, e-commerce, digital, consumer products, or similarly fast-paced business environment preferred.

• Demonstrated ability to diagnose complex business and people challenges and deliver pragmatic, business-focused solutions.

• Experience using HR data, analytics, engagement insights, and workforce metrics to identify trends, assess risks, and recommend actions.

• Experience supporting talent management, succession planning, performance management, organization design, workforce planning, and change management initiatives.

• Strong business acumen with the ability to understand commercial priorities and connect HR strategies to business objectives.

• Strong influencing, coaching, facilitation, and presentation skills, with the ability to build credibility with senior leaders and relate to employees across levels and functions.

• Proven ability to operate with agility, sound judgment, and a bias for action in a fast-paced, commercially driven, matrixed environment.

• Strong judgment, discretion, and ability to handle highly confidential and sensitive matters.

• Future-focused mindset with the ability to anticipate risks and opportuni

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