SENIOR HUMAN RESOURCES MANAGER

General Description

The Senior Human Resources Manager serves as a strategic partner to site leadership, translating business priorities into people strategies that strengthen organizational effectiveness, leadership capability, workforce performance, and culture. This role leads core HR programs and site HR delivery while reinforcing accountability, ownership, meritocracy, and a compliant, inclusive workplace.

Key Responsibilities

Business Partnership and Organizational Effectiveness

• Partner with site and functional leaders to align people priorities with business strategy and operational goals.
• Leverage data, technology, and AI-enabled tools to improve decision-making, efficiency, and organizational impact.
• Identify organizational, workforce, and capability needs, translating insights into practical plans that advance business outcomes.
• Lead and support organizational effectiveness, culture, and change initiatives.

HR Team Leadership and Manager Capability

• Lead the site HR team to deliver consistent, effective HR programs and services.
• Assess manager capability needs and partner with HR leadership to build practical development plans.
• Coach leaders to set clear expectations, reinforce ownership, and lead in a performance-based culture.
• Advise leaders and employees on HR policies, employee relations, discipline, and workplace matters.

Talent, Performance, Learning, and Total Rewards

• Lead site execution of goal setting, performance management, talent management, and rewards processes in support of ownership, accountability, and meritocracy.
• Support learning, development, and total rewards programs that strengthen attraction, retention, and performance.
• Communicate HR initiatives clearly and ensure alignment with site and company priorities.

Employee Relations, Engagement, and Change

• Build leader capability to support effective employee relations, engagement, and retention.
• Serve as an objective resource and escalation path for employee-relations matters.
• Lead people initiatives that improve engagement, retention, recognition, and culture.
• Advance HR policies and practices that support accountability, ownership, and fair, merit-based decisions.

Compliance, Communications, and HR Operations

• Ensure HR practices align with company policy and applicable employment laws.
• Communicate HR programs, policies, and initiatives with clarity and credibility.
• Continuously improve HR practices to meet evolving business and workforce needs.

Data, Analytics, and Special Projects

• Track and interpret HR metrics and workforce insights to inform business decisions.
• Apply critical thinking, analytics, and emerging AI capabilities to strengthen HR strategy and execution.
• Lead strategic initiatives, transformation efforts, and special projects as needed.

Education and Experience

• Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field, or an equivalent combination of education and directly related experience.

• Advanced degree in Human Resources, Business, Organizational Development, or a related field is preferred.
• Minimum of 10 years of progressive HR experience, including organizational initiatives, transformation leadership, and business strategy; 10 years in an HR business partner, senior HR generalist, or comparable advisory role.

• Experience supporting leaders and employees in a manufacturing environment, including an hourly workforce.
• Demonstrated experience coaching leaders and leading HR programs; experience supervising or developing HR team members is required.
• PHR or SPHR certification is preferred.

Knowledge and Skills

• Demonstrated business acumen and sound working knowledge of employment practices and applicable employment laws.
• Strong capability across employee relations, performance management, talent development, workforce planning, recruiting, and engagement.
• Strong coaching, relationship-building, conflict-resolution, and change management skills.
• Ability to model ownership, accountability, performance differentiation, and meritocracy.

• Excellent written, verbal, and presentation skills, including the ability to communicate HR programs clearly to varied audiences.
• Sound judgment, discretion, and ability to maintain confidentiality when handling sensitive employee matters.

• Strong analytical, problem-solving, organizational, and project-management skills.

• Proficiency with Microsoft Office and HR information systems; experience with Paycom is preferred.