HR Manager Sr.

Position Summary

The Senior Manager Human Resources serves as a strategic member of the Ithaca Leadership Team and leads all aspects of Human Resources for a large complex manufacturing site. The role drives business performance through workforce strategy labor relations talent development organizational effectiveness employee experience and HR operational excellence.

As the primary advisor to site leadership on workforce matters this leader maintains a productive labor-management relationship while supporting operational transformation organizational change and future business needs. The role requires a highly visible leader who can balance strategic thinking with hands-on execution and build trust across all levels of the organization.

Key Responsibilities

Labor Relations and Employee Relations Leadership

• Serve as the lead Human Resources representative for labor relations strategy and union-management interactions.

• Lead contract negotiations and effects bargaining discussions while balancing business objectives workforce needs and long-term labor relations goals.

• Advise leaders on progressive discipline performance management conflict resolution and compliance with labor and employment laws.

• Provide guidance on collective bargaining agreement administration grievance management contract interpretation investigations dispute resolution arbitration preparation and negotiations.

• Build constructive relationships with union leadership while effectively representing business interests.

• Partner with site leadership to identify and mitigate workforce and labor risks proactively.

• Ensure fair timely and consistent handling of employee relations matters and application of policies and practices.

• Develop labor relations capability within the HR team and site leadership population.

Strategic Business Partnership

• Serve as an active member of the Ithaca Leadership Team and trusted advisor to the Plant Manager and functional leaders.

• Translate business objectives into workforce strategies organization plans and HR priorities.

• Partner with operational leaders to improve organizational effectiveness workforce productivity and business performance.

• Lead workforce planning aligned with operational changes technology talent availability and long-term business needs.

• Support organization design restructuring change management and transformation initiatives.

• Use HR analytics and workforce insights to inform decisions and drive measurable outcomes.

• Support plant performance objectives through proactive management of attendance turnover overtime absenteeism and employee engagement initiatives.

• Drive accountability for leadership development employee performance and workforce capability building across the plant.

• Support continuous improvement and Lean Manufacturing initiatives through effective change management and workforce engagement.

Talent Management and Leadership Development

• Lead site talent review succession planning performance management and leadership development processes.

• Build sustainable internal pipelines for critical technical operational and leadership roles.

• Partner with leaders to identify develop engage and retain high-potential and critical talent.

• Facilitate leadership assessments development planning coaching and career progression discussions.

• Ensure the site maintains credible succession coverage for key positions.

• Support regional talent initiatives and developmental assignments across the U.S. HR network.

Organizational Effectiveness and Change Leadership

• Drive employee listening engagement culture and employee experience initiatives.

• Lead the people dimensions of change to improve business performance and organizational capability.

• Partner with leaders to strengthen team effectiveness accountability and leadership behaviors.

• Develop communication and change approaches that foster clarity transparency and trust.

• Advance a workplace culture aligned with BorgWarner values and beliefs.

HR Team Leadership

• Lead coach and develop the Ithaca HR team.

• Establish clear priorities roles operating rhythms and accountability for HR service delivery.

• Develop labor relations knowledge negotiation capability and employee relations expertise within the HR team and site leadership population through coaching training and mentorship.

• Build capability in labor relations employee relations talent management analytics and change leadership.

• Create meaningful development opportunities that strengthen the future HR leadership pipeline.

• Promote continuous improvement responsiveness collaboration and sound judgment.

HR Operations Compliance and Governance

• Oversee Employee Health and Safety and systems management and partner with leadership to support safety compliance injury reduction and safety culture initiatives.

• Oversee FMLA ADA Workers Compensation and leave administration programs.

• Oversee payroll administration timekeeping and labor reporting.

• Ensure compliance with federal state and local employment laws collective bargaining agreements company policies and internal controls.

• Oversee investigations workforce actions policy administration and employee relations cases.

• Review safety payroll training and FMLA reports to identify trends and drive corrective actions.

• Partner with regional HR and centers of expertise to deliver effective programs and services.

• Maintain HR compliance workforce reporting and data integrity through HRIS systems and analytics.

• Monitor workforce and HR metrics (attendance overtime absenteeism leave safety payroll and training) identify trends and implement corrective or improvement actions.

Qualifications

Required

• Bachelors degree in Human Resources Business Administration Industrial Relations or a related field.

• Minimum of 8 years of progressive Human Resources experience including leadership responsibility.

• Significant employee and labor relations experience in a manufacturing or similarly complex operating environment.

• Demonstrated ability to influence senior leaders and lead organizational change.

• Strong business acumen strategic thinking judgment and problem-solving capability.

• Excellent communication negotiation investigation and relationship-management skills.

• Experience leading coaching and developing an HR team.

Preferred

• Masters degree in Human Resources Business Administration Industrial Relations or a related field.

• Experience in a unionized manufacturing environment including contract administration and negotiations.

• HR certification such as SHRM-SCP SPHR or equivalent.

• Experience supporting restructuring transformation or large-scale organizational change.

• Multi-site regional or matrixed Human Resources experience.

Key Competencies

Leadership

Business

People and HR

Strategic thinking

Business acumen

Labor relations

Executive presence

Workforce planning

Employee relations

Influence and courage

Organization design

Conflict resolution

Talent development

Data-driven decisions

Coaching and development

Change leadership

Continuous improvement

Trust and relationship building

Measures of Success

• Workforce stability talent retention and improved succession readiness for critical roles.

• Constructive labor-management relationships and effective collective bargaining agreement administration.

• Timely consistent resolution of grievances investigations and employee concerns.

• Improved leadership capability accountability and organizational effectiveness.

• Positive employee listening and engagement outcomes.

• Effective execution of workforce organizational change compliance and business priorities.

Salary Range: $146800.00 to $185500.00

Salary Range:

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Required Experience:

Manager