Senior Manager, Human Resources

The Senior Manager, Human Resources will report directly to and serve as a business partner to the VP/GM of Bauer Gear Motor, a $100M+ growing business in Regal Rexnord’s Industrial Powertrain Solutions (IPS) Segment and Gearing Division.

The Senior HRM will be an important member of the leadership team and contribute to the business strategy, direction, and performance metrics.  This is a strategic hands-on (hybrid) role that is responsible for defining, developing, and implementing strategic HR initiatives to influence the function’s effectiveness.

This role will provide HR leadership and support to functional business leaders, and indirect oversight and functional leadership to plant-based HR teams in Europe.  The position will also support various transformative change projects and initiatives across the Bauer Gear organization as needed and partner with HR leaders in China, India and US in addition to partnering within country across Divisions and Segments, incorporating/translating business vision of 2x growth into HR strategy and scalability.

Additionally, the Senior HRM will be responsible for providing insights, guidance, direction and expertise in support of the development, deployment, and execution of HR initiatives and priorities across the business, as well as providing leadership in the effective implementation and desired outcomes/KPIs for  functional teams and operating sites. The incumbent will also leverage their experience to manage and execute talent acquisition, workforce planning, management development, talent and performance management, associate engagement, workforce diversity and inclusion, as well as supporting the development and implementation of strategies that help drive talent acquisition, retention, and productivity.

Talent Management/Leadership Development/Diversity & Inclusion

• Actively role model Regal Rexnord’s Core Values and drive a culture of integrity, responsibility, diversity & inclusion, customer success, innovation with purpose, continuous improvement, performance and a passion to win, all with a sense of urgency.

• Lead and implement new and existing talent management initiatives including performance management and talent acquisition strategies; talent review and succession planning; and career development actions for high potential associates that establishes a robust pipeline of diverse leadership talent.

• Leverage talent across the business to identify opportunities for developing leadership talent at the sites, across the region, and global functions

• Serve as a key partner in facilitating the development and execution of experience-based development plans for high potential associates, to include ensuring meaningful exposure to the business unit leadership team.

• Manage the Talent Review and succession planning process; provide expertise and guidance to the business leadership and HR teams.

• Actively lead and participate in the talent acquisition of key functional positions.

• Develop and implement talent actions to create a highly engaged, high performing, and inclusive work environment across the business.

• Demonstrate the use of 80/20, continuous improvement methodologies and tools, and problem-solving processes to deliver results (including KPI’s) aligned with the Segment and Enterprise HR strategy.
   

Workforce Planning

• Conduct workforce planning based on the individual business unit’s strategy and leverage data and analytics to identify priorities.

• Assess needs and draw connections across the business and operations. Identify implications from talent, organizational structure and skills requirements.

• Support the VP/GM with organizational design and restructuring plans to optimize resource allocation
   

Functional Expertise

• Use experience, data, and analytics to drive actions and provide insights, guidance and expertise to enable effective implementation and achievement of KPIs and desired business outcomes.

• Coach and develop HR team members to build a high performing team capable of supporting transformational change. Drive accountability and ownership through expectations of a strong say/do and continuous improvement mindset. Identify opportunities to simplify processes, optimize HR resources, and develop competencies and skills that enhance the value of HR to the business.

• Provide strong oversight on daily or complex employee relations issues. Facilitate resolution of associate relations issues in a balanced, fair, and objective manner, using appropriate counseling, investigative, intervention and other problem resolution techniques

• Act as a key advisor and coach to business leadership and functional management on appropriate HR practices and policies. Ensure implementation and compliance. Provide guidance and counsel regarding legislative, regulatory and compliance issues including company policies, local practices and procedures, and federal to ensure consistency across business functions.

• Bachelor’s degree required (preferably in Human Resources, Industrial Relations, Business or related field). Advanced degree is a plus.

• A minimum of 10 years of progressive HR experience, including HR business partner and HR people leader (direct and indirect) responsibilities, preferably within a global industrial manufacturing environment. Experience ideally will include plant level HR responsibility within union and non-union environments, as well as multi-site responsibility. Experience with integration, optimization, and large projects is desirable.

• Track record of business transformation for HR related topics

• Demonstrated experience providing forward-facing strategic recommendations and comfort working with senior Division/Segment and corporate leadership.

• Track record of partnering with leaders to develop and implement talent strategies that produce measurable outcomes and drive business results.

• A global mindset with excellent interpersonal and influencing skills to establish trust, credibility, and rapport at all levels of the organization. Viewed as humble, direct, and authentic while possessing executive presence.

• Comfort and ability to work effectively in a fast-paced, metrics-driven environment. Able to adapt to rapidly changing dynamics, information, and direction and adjust accordingly.

• Proven experience with developing collaborative relationships and strong partnerships across all levels of the organization and influence resources outside direct responsibility.

• Passion, energy and intellectual curiosity is required for a fast-paced, growth-driven environment.  Must be able to employ forward thinking and expeditiously execute significant business projects and programs.

• Proven ability to be hands on, demonstrate resourcefulness, initiative, results-orientation.

• Mindset of continuous improvement with ability to embrace Regal Rexnord’s 80/20 principles with a sense of urgency that optimizes resource allocation to achieve desired operating efficiencies.

• Ability to influence business outcomes through functional expertise, analytics, and metrics

• Strong end-to-end process management orientation as well as a system orientation in how work is managed and deployed

• Strong knowledge, proficiency and utilization of HR management systems (e.g. Workday) to manage business initiatives such as performance and talent management, and generate reports that inform workforce strategies.

• Excellent communication skills including bilingual proficiency (verbal and written) in English is required. German language skills are a plus

• Willing and able to travel outside country 20% and/or be physically present at the Slovakia site minimum 3 days a week