Senior HR Manager

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process. Senior HR Manager Management Albuquerque, NM, US 3 days ago Requisition ID: 1087 Salary Range: $95,000.00 To $120,000.00 Annually About the Role We are seeking an experienced Senior HR Manager who will be instrumental in supporting HR Leadership through a period of transformation and high acquisition and organic growth. This role reports directly to senior HR Leadership and oversees our HR Business Partners. As a Senior HR Manager, you will guide and direct our HR Business Partners to ensure a consistent customer-service approach to onboarding, performance management, benefits, compliance, employee relations, and HR operations, while respecting each legacy organization's history, strengths, and business needs. The ideal candidate has led people, functions, or major HR programs; brings hands‑on change management and integration experience; and is comfortable guiding employees and leaders through ambiguity. This individual will apply strong judgment and employment law knowledge, translate strategy into practical and well‑sequenced execution, and partner closely with the Director of Human Resources, Senior Leadership Team, and business leaders across the platform. Key Responsibilities Lead, coach, and develop HR Business Partners and Generalists across the platform, establishing clear priorities, service expectations, accountability, and consistent ways of working. Support HR Leadership in leading HR integration for newly acquired or merging businesses by assessing legacy people practices, identifying gaps and risks, preserving valuable local practices, and creating practical plans to transition employees into platform programs, systems, policies, and culture. Contribute to and execute change management plans for HR transitions under the direction of HR Leadership, including communication strategy, leader readiness, employee support, timelines, ownership, and success measures, so changes build trust and minimize disruption. Advise business and operational leaders on organizational design, workforce planning, talent needs, retention, succession, performance, engagement, and other people matters. Partner with the Director of Talent Acquisition to address hiring needs and create a consistent candidate, new‑hire, and onboarding experience across offices and business units. Support the platform onboarding program and ensure consistent delivery across offices and business units, so new hires and newly integrated employees are oriented to platform policies, procedures, systems, expectations, and culture. Provide guidance on complex employee relations matters, investigations, performance concerns, corrective action, conflict resolution, disciplinary notices, and workplace issues, including matters arising during integration. Ensure compliance with applicable federal, state, and local employment requirements, including Federal Acquisition Regulation (FAR) requirements where applicable; coordinate with legal counsel and other specialists as needed. Oversee the accuracy, confidentiality, and retention of physical and digital employee files. Promote effective use of ADP Workforce Now and other HR technology, reliable reporting, and accurate employee data. Establish and monitor HR metrics, identify trends and risks, and use insights to improve employee experience, leader effectiveness, operational consistency, and business outcomes. Collaborate with Finance, Payroll, Legal, IT, Operations, Benefits, Talent Acquisition, vendors, and community partners to deliver coordinated HR solutions. Skills & Attributes Demonstrated leadership experience guiding a team, function, or major HR programs, with the judgment and presence to lead managers and employees through change. Hands‑on change management and or transformation experience, ideally involving mergers, acquisitions, organizational integrations, or significant business transformation. Ability to think at a platform level and build consistent HR programs and practices that scale across multiple offices, entities, and legacy organizations. Strong problem‑solving skills and comfort operating in ambiguity while integration plans and organizational structures are evolving. Broad knowledge of HR strategy and practice, including compensation, benefits, performance management, safety, hiring, compliance, and employee relations. Effective written, verbal, facilitation, and executive communication skills, including the ability to explain change clearly to employees and leaders at all levels. Ability to balance platform consistency with practical flexibility for different operating companies, locations, and business needs. Ability to build trusted relationships with executives, managers, employees, vendors, and community partners. Commitment to fostering a culture of inclusion, collaboration, teamwork, accountability, and respect. Comfort operating in support of the Human Resources Leadership while exercising independent judgment and leadership on day‑to‑day HR matters. High integrity, discretion, empathy, service orientation, and ability to handle confidential information. Hands‑on, solutions‑focused approach suited to a fast‑changing, entrepreneurial, and growth‑oriented environment. Requirements Required Bachelor’s degree in Human Resources, Labor Relations, Organizational Development, Business, or a related field; equivalent relevant work experience may substitute. At least five years of progressive Human Resources experience, including responsibility for leading people, a function, or major HR programs. Demonstrated knowledge of employee relations, employment law, talent management, compensation, benefits, HR operations, organizational development, and change management. Experience supporting multiple business units, offices, legal entities, or a distributed workforce in a complex or high‑growth environment. Strong written, verbal, facilitation, problem‑solving, and executive communication skills. Proficiency with HR information systems, reporting tools, and Microsoft Office applications. SHRM or HRCI certification, or willingness to obtain certification. Ability to travel periodically to operating companies and other platform locations. Preferred Demonstrated experience supporting mergers, acquisitions, post‑acquisition integration, or other organizational integration efforts. Experience with ADP Workforce Now. Experience supporting HR operations in a multi‑state, multi‑office, or multi‑entity organization. Experience in professional services, engineering, government‑contracting, or similarly regulated environment. Advanced degree in Human Resources, Business Administration, Organizational Development, or a related field. Work Location & Travel The final work arrangement will be established based on business needs. Regular interaction with leaders and employees across multiple companies and locations is required, along with periodic travel to operating companies and other platform locations. Compensation will be based on relevant experience, qualifications, internal equity, and business needs. #J-18808-Ljbffr Djanda