Senior Manager, Human Resources

About Mesa Power Solutions Mesa Power Solutions is a fast-growing U.S. manufacturer delivering reliable, responsible power systems to industrial markets nationwide. We engineer and build advanced, sound-attenuated, temperature-controlled generator sets designed to perform in the toughest environments. Backed by industry-leading service and real-time telemetry technology, we give our customers the confidence and visibility they need to keep critical operations running. At Mesa, People Come First. We Are Committed To Building a Workplace Where Employees Feel Safe, Respected, And Valued And Where Performance, Accountability, And Professional Growth Are Recognized And Rewarded. Our A.D.A.P.T. Values Drive Everything We Do. We Are: Action-Oriented. Disciplined. Accountable. Passionate. Trustworthy. What We Offer Competitive base pay 401(k) plan Generous paid time off— including vacation, holidays, parental leave, and bereavement 100% employer-paid Health, Dental, and Vision insurance for employees and their dependents Employee Assistance Program Life Insurance Short- and Long-Term Disability coverage Critical Illness and Accident insurance Annual Evaluations with the opportunity for a pay increase based on performance Employment Requirements Safety is a core value at Mesa. Positions identified as safety-sensitive require initial drug screening as a condition of employment, and employees in those roles may be subject to random testing in accordance with company policy. Job Summary The HR Senior Manager serves as a key member of the Human Resources leadership team for a decentralized power generation company of approximately 1,000 employees. This role is responsible for designing, implementing, and continuously improving talent management, compensation, succession planning, career development, organizational effectiveness, workforce planning, and strategic HR initiatives. The position acts as a trusted advisor to executives and business leaders while balancing strategic, operational, and tactical responsibilities. The successful candidate will leverage data, analytics, and business insight to drive organizational performance, employee engagement, leadership effectiveness, and workforce capability. This position plays a key role in developing scalable HR programs, supporting change management initiatives, and building leadership capability across the organization while ensuring compliance with all applicable employment laws and company standards. This position is considered the second-in-command within Human Resources and is expected to serve as a successor candidate for future HR Director leadership opportunities. Essential Duties Lead enterprise-wide talent management processes, including succession planning, career development, and people reviews. Design and facilitate annual people review and workforce planning processes. Partner with department leaders to align HR strategies, workforce planning, and organizational initiatives with business objectives. Develop career pathways and competency models across technical, operational, manufacturing, engineering, and field service functions. Monitor employee engagement metrics and develop action plans to improve retention and organizational effectiveness. Support change management initiatives associated with growth, acquisitions, organizational restructuring, and business transformation. Lead development and administration of the company's compensation philosophy and strategy. Manage salary structures, pay ranges, market benchmarking, and job architecture. Conduct compensation analyses and make recommendations regarding market competitiveness and internal equity. Support due diligence and compensation integration activities related to acquisitions or IPO readiness initiatives. Lead enterprise HR projects from conception through implementation. Manage cross-functional initiatives involving HR, Operations, Engineering, Finance, Legal, and executive leadership. Lead initiatives involving HR technology implementations. Lead initiatives involving workforce planning. Lead initiatives involving organizational design. Lead initiatives involving succession planning. Lead initiatives involving mergers and acquisitions integration. Lead initiatives involving IPO readiness activities. Develop and maintain HR dashboards and executive reporting. Analyze workforce trends related to retention, turnover, compensation competitiveness, and succession readiness. Utilize data and predictive analytics to drive workforce decisions and organizational strategy. Influence leadership decisions through data, business acumen, and HR expertise. Coach leaders on organizational effectiveness, performance management, talent decisions, and workforce planning. Foster strong partnerships across decentralized business units while maintaining enterprise consistency. Develop, implement, and standardize HR policies, procedures, training programs, and operational processes to improve consistency and organizational effectiveness. Build and develop HR team capabilities, establish operational priorities, and drive a culture of accountability, service, and continuous improvement within the HR function. All other duties assigned. Qualifications Education 4‑Year / Bachelor’s Degree in Human Resources, Business Administration, Organizational Development, or a related field from an accredited university. Preferred Education Graduate Degree in Human Resources, MBA or JD. Experience 10 years of progressive Human Resources experience across multiple HR disciplines. 5 years of leadership or management experience overseeing HR functions, programs, or teams. Any proven experience partnering with leaders on organizational strategy, workforce planning, and employee performance initiatives. Any experience supporting multi‑site operations, manufacturing, distribution, or fast‑paced operational environments. Preferred Experience Any experience supporting private equity‑backed companies, mergers, acquisitions, or IPO preparation. Honorably discharged service veterans are preferred. Certifications, Licenses & Registrations At least one HR certification (PHR, SPHR, SHRM‑CP, or SHRM‑SCP). Preferred Certifications Lean, Six Sigma, or project management certification. Knowledge, Skills, & Abilities Comprehensive knowledge of all major Human Resources disciplines, including talent management, compensation, employee relations, talent acquisition, organizational development, performance management, succession planning, training, and development, and workforce planning. Advanced knowledge of compensation program design, salary structures, job evaluation methodologies, market pricing, pay equity analysis, and incentive compensation programs. Strong understanding of leadership development, competency modeling, career pathing, and succession planning methodologies. Knowledge of organizational effectiveness principles, change management frameworks, and organizational design strategies. Understanding of HR metrics, workforce analytics, predictive analytics, and data‑driven decision‑making. Knowledge of federal, state, and local labor laws and HR compliance requirements, including FMLA, ADA, FLSA, Title VII, EEO, and related regulations. Understanding of decentralized organizational structures and multi‑site operations. Knowledge of strategic planning, budgeting, financial principles, and business operations. Understanding of private equity, growth‑stage organizations, and organizational scaling challenges. Understanding of employment practices associated with mergers, acquisitions, and IPO readiness. Ability to translate business objectives into workforce and talent strategies. Strong planning and execution skills. Organizational assessment and problem‑solving skills. Compensation analysis and modeling skills. Ability to interpret complex workforce data and operational environment and provide actionable recommendations. Effective collaboration and stakeholder management skills across cross‑functional teams and leadership groups. Ability to align HR strategies and programs with organizational goals and operational priorities. Ability to influence leaders, drive accountability, and support organizational change initiatives. Ability to interpret employment laws, policies, and workforce data to make informed business recommendations. Ability to build scalable HR processes, improve operational consistency, and support organizational growth. Proven ability to influence senior leaders and executives. Must be able to fluently speak, write, and read in English. Culture Expectations Action-oriented: Self‑motivated, problem‑solver, takes initiative when issues arise, acting quickly and responding accordingly. Disciplined: Focused, consistently following through with dedication to achieve high standards even when no one is watching. Accountable: Takes ownership and accountability for your actions, good and bad. Passionate: Passionate about what they do and who they work for, by bringing enthusiasm and commitment to every task and team. Trustworthy: Reliable and honest, building confidence through integrity and consistent performance. Physical Demands Constant: Sitting, Seeing (specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus), Hearing, Use hands to type, touch, handle, or feel. Frequent: Talking. Occasional: Standing, Driving. Working Conditions Constant: Minimal safety hazards; general office working conditions. Equipment & Software Computer Phone Microsoft applications HRIS (Paycom) Compensation management and salary benchmarking platform (Payscale/Payfactors) ITSM platform (HaloITSM) Additional Job Requirements Possess a customer focused attitude, with high level of professionalism and discretion. Willing to consent to and pass a background check. Will be required to carry a cell phone and be available to respond during working and non‑working hours. Willing to work Monday‑Friday (set schedule). Supervisory Responsibilities 3 or more Direct Reports. Mesa Power Solutions is an equal opportunity employer. Qualified applicants are considered for positions without regard to race, color, religion, sex, national origin, age, citizenship status, marital status, medical condition, physical or mental disability or any other legally protected status. EOE/M/F/D/V. #J-18808-Ljbffr