Senior Human Resources Manager

The Senior Manager, Human Resources serves as a strategic business partner to assigned business group(s) or functions. This role adopts a proactive, consultative approach to HR management that goes beyond traditional functions to deliver strategic value. The role involves partnering with site and business leaders to develop and execute HR strategies aligned with both site-level and Business Unit goals. Focus areas include talent acquisition, employee engagement, performance management, compensation, communications, and organizational effectiveness. Strong collaboration with HR Centers of Excellence (COEs) is critical to success. HR Business Partnership Operate as a trusted advisor to internal stakeholders, aligning HR strategies with business objectives. Support the implementation and local activation of HR programs and initiatives developed by HR COEs (e.g., Talent Acquisition, Talent Management, Total Rewards). Provide expert-level HR consulting on employee relations, performance management, compensation planning, and workforce planning. Partner with Finance and senior leaders to align hiring strategies with headcount and business plans. Collaborate with Talent Acquisition to support recruitment initiatives and employment branding. Promote employee engagement and culture-building initiatives to foster a high-performance environment. Ensure compliance with federal, state, and local laws and internal company policies. Mitigate organizational risk through consistent application of policies and sound judgment on employee matters. Organizational Development & Effectiveness Contribute to the design and execution of HR programs that promote organizational effectiveness and employee development. Partner with business leaders to facilitate change management and organizational design efforts. Promote continuous improvement by aligning HR practices with evolving business needs. Project Leadership Lead HR-related projects including planning, scheduling, risk assessment, and stakeholder engagement. Develop and implement mitigation strategies and contingency plans as needed. Document and share project outcomes, lessons learned, and best practices to inform future initiatives. Qualifications Bachelor’s degree in Human Resources, Business Administration, or a related field. Experience across a matrixed environment and in collaboration with HR COEs. Education Bachelor’s degree in Human Resources, Business Administration, or a related field. Experience Minimum of 6 years of progressive Human Resources experience in a generalist or HR business partner capacity. Experience working across a matrixed environment and in collaboration with HR COEs. Skills & Competencies Strong knowledge of HR disciplines, including employee relations, performance management, compensation, and change management. Proven ability to build effective partnerships across all organizational levels. Excellent communication, consulting, and influencing skills. Strong analytical skills and ability to leverage data to support talent insights and decisions. Comfortable operating in a fast-paced, dynamic business environment with competing priorities. Demonstrated ability to manage HR projects independently from planning through execution. Preferred Qualifications Master’s degree (MBA, MA in HR) SPHR certification Workday experience Experience supporting both manufacturing and corporate client groups Experience in M&A and divestiture environments Project management skills and experience using tools like Smartsheet, MS Project, or similar #J-18808-Ljbffr