Senior Manager, Human Resources

Bachelor's degree in Human Resources, Business Administration, or a related field and 10+ years of progressive HR experience, including 3+ years in a formal people-management role; or an equivalent combination of education, certification, and experience Demonstrated success building, leading, and developing a high-performing HR team, including hiring, coaching, performance management, and succession planning Experience supporting manufacturing, operations, or a regulated production environment, with a track record of partnering with senior manufacturing, quality, or supply chain leadership to align HR strategy with business goals Experience managing a department budget, headcount plan, or vendor spend (e.g., staffing agencies, HR systems, contracted services) Working knowledge of federal and state employment law, including EEO, ADA, and FMLA compliance Experience supporting workforce scaling Preferred: SHRM Senior Certified Professional (SHRM-SCP) or equivalent senior‑level HR certification Experience in medical device, pharmaceutical, or another FDA/ISO-regulated manufacturing industry (e.g., 21 CFR Part 820, ISO 13485) Experience leading HR through a period of commercialization, rapid headcount growth, or multi‑site expansion Experience presenting workforce strategy, HR metrics, or organizational recommendations to executive leadership or a Board of Directors Experience with compensation program design, job architecture, or workforce analytics for manufacturing or technical populations Proven people leader: sets clear expectations, delegates effectively, coaches for performance and growth, and holds direct reports accountable to results Skilled in building team capability through hiring, onboarding, mentoring, and succession/development planning Strong business acumen with the ability to translate manufacturing and/or operational priorities into HR strategy and departmental goals Excellent verbal and written communication skills; able to influence, negotiate, and build credibility with leaders across Enable Sound business judgment and independent decision‑making authority on complex, sensitive, or high‑visibility HR matters Proven ability to lead through change, including organizational design, workforce scaling, restructuring, and process transformation Strong analytical and data‑driven decision‑making skills; ability to build and present workforce metrics and insights Experience managing budgets, forecasting resource needs, and making cost‑conscious staffing and vendor decisions Strong negotiation, conflict resolution, and employee relations skills, including oversight of investigations and corrective action escalations Ability to manage multiple concurrent priorities and competing stakeholder needs in a fast‑paced, high‑growth environment with minimal guidance Proficient with Microsoft Office Suite, HRIS, and talent management systems; ability to quickly learn new systems Thorough knowledge of employment‑related laws, regulations, and best practices Ability to act with integrity, professionalism, and confidentiality, and to model the Enable Values for the team and the broader organization Physical Requirements: Must be able to remain in a stationary position for extended periods of time, with or without reasonable accommodation Ability to operate a computer and other office equipment, such as a printer or telephone, with or without reasonable accommodation Ability to periodically walk through manufacturing/production areas, which may require the use of personal protective equipment (PPE) Position requires being physically present on the premises during regular company hours, or as approved by management RESPONSIBILITIES: Recruit, hire, and onboard HR team members; set clear goals and performance expectations, and conduct regular one‑on‑ones, coaching, and formal performance reviews for all direct reports Build team capability through mentoring, skill development plans, and stretch assignments; identify high‑potential talent and support succession planning within the HR function Manage team workload, staffing, and priorities to ensure adequate HR coverage and responsiveness Make final decisions on complex or sensitive HR matters within scope of authority, escalating appropriately to the Sr. Director of Human Resources on matters of significant risk or precedent Partner with temporary staffing agency vendors and internal talent acquisition to ensure staffing levels meet production demand through periods of rapid growth and scale‑up Own the employee relations strategy for the manufacturing operations organization, including oversight of investigations, corrective action, conflict resolution, and consistent application of policy Design and implement HR programs — onboarding, training pipelines, engagement, and retention initiatives — tailored to shift‑based, production, and technical workforces Partner with EHS and Quality leaders to support a strong safety culture and to ensure HR practices align with GMP, quality system, and regulatory requirements Analyze and present HR and workforce metrics — turnover, absenteeism, time‑to‑fill, and hiring funnel conversion — to site and executive leadership and the Board to inform workforce strategy Lead organizational design, workforce restructuring, and change management initiatives as the business scales through commercialization and growth Lead compensation planning and job architecture for manufacturing roles in partnership with Total Rewards, ensuring internal equity and market competitiveness Drive continuous improvement of HR processes — requisition‑to‑hire, onboarding, and performance management — in partnership with manufacturing and quality leaders Perform other duties and special projects as assigned in support of HR and business objectives #J-18808-Ljbffr