HR Manager

About the role: The Human Resources Manager – North America is a strategic HR leader responsible for providing proactive, hands‑on HR partnership across Medical Division’s U.S. manufacturing sites. This role partners closely with Operations and Functional leaders to accelerate business performance, strengthen organizational capabilities, and enhance our employee experience. The HR Manager NA leads local site HR Generalists in Illinois and North Carolina. This role serves as an escalation point for complex employee relations matters, plays a critical partnership role in talent management, workforce planning, HR policy & procedure review, and legal compliance. Duties And Responsibilities HR Leadership & Business Partnership Provide strong HR leadership and day‑to‑day oversight to site HR Generalists, ensuring consistent, high‑quality HR service delivery across U.S. locations. Serve as a trusted HR business partner to Operations Managers and Functional Leaders, translating business strategy into actionable people solutions that improve performance and engagement. Train, coach and influence leaders at all levels in areas including talent decisions, organization effectiveness, performance management, and employee engagement. Champion ITW values, leadership expectations, and the ITW Business Model to strengthen accountability, culture, and execution. Talent Management & Organizational Effectiveness Partner with leaders to assess organizational and capability needs, translating skills‑gap analyses into targeted development plans. Lead succession planning efforts by identifying critical roles, assessing risk, and implementing structured succession plans with defined milestones. Facilitate talent review processes (including 9‑box assessments), ensuring alignment with enterprise processes and business needs. Support organization design and change‑management initiatives, including structure redesigns that improve clarity, efficiency, and employee experience. Workforce Planning & Talent Acquisition In partnership with site leadership and HR Generalists, define headcount plans and execute workforce strategies that improve scalability, hiring quality, and labor efficiency. Support and guide exempt and non‑exempt recruiting efforts, including job scoping, compensation guidance, and talent upgrade initiatives. Ensure effective onboarding and orientation practices that reinforce culture, engagement, and performance expectations. Employee Engagement & Experience Lead employee engagement assessment efforts across U.S. sites, partnering with leadership to analyze results and execute targeted action plans. Drive continuous improvement in the overall employee experience through standardized HR processes, clear communication, and consistent leadership practices. Partner with Operations and site HR Generalists to support safety culture initiatives, including behavior reinforcement, leadership accountability, and risk awareness. Employee Relations & Compliance Serve as the primary escalation point for complex or sensitive employee relations matters, including investigations, performance issues, and policy interpretation. Ensure compliance with employment laws, regulatory requirements, and ITW policies across all U.S. operations. Oversight of HR audit readiness, record‑keeping, and required reporting. Apply sound judgment and discretion in handling confidential employee and business matters. HR Process & Practice Excellence Drive consistency in HR practices across North American sites by reviewing processes, identifying gaps, and implementing aligned standards. Utilize data and metrics to inform HR decisions, measure effectiveness, and promote continuous improvement. Support compensation planning processes, job evaluations, and alignment with ITW job structures and market data. Qualifications / Skills Bachelor's degree in Human Resources, Business Administration or a related field. HR Certification strongly preferred. Minimum of 5‑7 years progressive HR experience, including demonstrated HR leadership. Manufacturing environment experience strongly preferred. Ability to influence and partner with leaders in a fast‑paced organization. Strong experience leading change initiatives, talent development, and employee engagement efforts. Solid understanding of employee relations, employment law, compensation, and workforce planning. Effective communicator with the ability to coach, influence, and drive alignment across multiple sites and levels. Proficiency in MS Office and HRIS systems (Workday preferred). Ability to travel domestically between 20‑25% to support multi‑site operations. Compensation Information This compensation range is provided as a reasonable estimate of the current salary range for this role. Compensation depends on relevant experience and/or education, specific skills, market level, other job‑related factors, geographic location, and other factors as applicable by law. As applicable this role will also receive overtime compensation and may be eligible for shift premium compensation. Pay Range: $100,000‑135,000 annualized salary, this position can also qualify for a variable annual bonus. Benefits Vacation – up to 120 hours within first year Sick – up to 40 hours of time within first year Floating Holiday – up to 8 hours of time within first year Holiday – 10 paid holidays per year, these holidays are selected by the Division Attendance at other company benefit resources (e.g., Equal Opportunity Employer ITW is an equal opportunity employer. We value our colleagues’ unique perspectives, experiences and ideas and create workplaces where everyone can develop their careers and perform to their full potential. As an equal employment opportunity employer, ITW is committed to equal employment opportunity and fair treatment for employees, beginning with the hiring process and continuing through all aspects of the employment relationship. All qualified applicants will receive consideration for employment without regard to race, color, sex, gender identity, sexual orientation, religion, national origin, age, disability, protected Veteran status or any other characteristic protected by applicable federal, state, or local laws. #J-18808-Ljbffr