Manager, HR Business Partnering

Socomec Group (Socomec) is a global leader in electrical equipment engineering and manufacturing, specialized in low voltage energy performance.
Socomec North America (NAM) is Socomec’s organization overseeing all operations in North America.

About This Role

The Manager, HR Business Partnering is responsible for leading and developing the North American HR Business Partner team while serving as a strategic advisor to senior business leaders. This role ensures the consistent execution of HR strategies, programs, and employee relations practices across the organization, while building the capabilities of the HRBP team to effectively support business growth.

As a player-coach, the HRBP Manager maintains direct responsibility for designated client groups while providing leadership, guidance, coaching, and oversight to HRBPs across North America. The role supports the continued evolution of North America from a high-touch generalist model to a scalable business partnership model.
 

Key Responsibilities And Accountabilities

HRBP Team Leadership
•    Lead, coach, develop, and mentor the North American HRBP team.
•    Establish consistent standards, practices, and service delivery across all HRBP portfolios.
•    Provide guidance and escalation support for complex employee relations matters, organizational changes, and leadership challenges.
•    Build HRBP capabilities in workforce planning, talent management, leadership coaching, organizational design, and change management.
•    Conduct regular reviews of team priorities, workload, effectiveness, and development needs.
•    Foster collaboration and knowledge sharing among HRBPs.

Business Partnership
•    Partner with leaders on workforce planning, organizational design, succession planning, and leadership development initiatives.
•    Support strategic growth initiatives, restructures, acquisitions, and organizational transformations.
•    Utilize workforce analytics and business insights to identify trends, risks, and opportunities.

Talent Management & Succession Planning
•    Facilitate identification and development of high-potential employees.
•    Support leadership assessment and development initiatives.
•    Partner with Talent & Organizational Development to strengthen leadership capability and organizational effectiveness.
•    Drive actions that improve retention and workforce capability.

Employee Relations & Leadership Support
•    Provide guidance and support on complex employee relations matters.
•    Partner with the HRBP and/or HRD on investigations, terminations, accommodations, legal matters, and regulatory compliance.
•    Coach leaders on performance management, conflict resolution, employee engagement, and workplace concerns.
•    Ensure consistency and fairness in employment decisions across North America.

Change Management & Organizational Effectiveness
•    Lead the people components of organizational change initiatives.
•    Support leaders through growth, restructuring, and business transformation activities.
•    Help drive a culture of accountability, engagement, continuous improvement, and business performance.

Talent Acquisition Partnership
•    Partner with Talent Acquisition to forecast workforce needs and support recruiting strategies.
•    Participate in key leadership and critical talent hiring decisions.
•    Ensure workforce plans and hiring strategies align with business growth objectives.
•    Support succession and internal mobility programs.

Collaboration & Governance
•    Partner closely with HR Operations, Compensation & Mobility, Talent Acquisition, Talent & OD, and Compliance.
•    Ensure consistent execution of HR programs and policies throughout NAM.
•    Support annual HR processes including performance management, salary reviews, talent reviews, succession planning, and engagement initiatives.

Essential Qualifications, Experience, And Skills
•    Bachelor's degree in Human Resources, Business Administration, Industrial Relations, Psychology, or a related field.
•    Master's degree in Human Resources, Industrial Relations, Business Administration, or related discipline preferred.
•    CHRL, CHRP, SHRM-SCP, SPHR, or equivalent professional designation preferred.
•    10+ years progressive Human Resources experience.
•    5+ years supporting senior leaders in a strategic HR Business Partner capacity. 
•    Experience across both Canada and the United States.
•    Previous people leadership experience leading HR professionals.
•    Experience supporting multi-site manufacturing and corporate environments.
•    Demonstrated success leading organizational change, workforce planning, succession planning, and employee relations initiatives.
•    Experience supporting rapidly growing organizations preferred.
 

Additional specific requirements 

•    Willingness and ability to travel domestically and internationally as required. 
•    This role operates within a hybrid work model, requiring 3 days a week onsite presence at operational facilities. 
•    Applicants must be legally authorised to work in the United States without the need for current or future visa sponsorship.

Upon request, we will provide reasonable accommodation for disabilities to support participation of candidates in all aspects of the recruitment process. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex or national origin.

All applications are reviewed directly by the Socomec North America Talent Acquisition team and other human reviewers. No automated or AI‑based systems are used to make decisions in the application review process.

We thank all those who apply. However, only those candidates selected for an interview will be contacted.

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