Senior Human Resources Manager

About ITT: ITT Inc. (NYSE: ITT) is a diversified global leading manufacturer of highly engineered critical components and customized technology solutions serving the flow, aerospace and defense, transportation, industrial, and energy markets. Through operational execution, innovation, and disciplined capital deployment, including strategic acquisitions such as SPX FLOW, ITT partners with its customers to deliver enduring solutions to the key industries that underpin our modern way of life. Headquartered in Stamford, Connecticut, ITT has a market cap of roughly $20 billion and employs more than 15,000 people across 40 countries and serves customers in approximately 125 countries. Following the acquisition of SPX FLOW, the company is expected to generate $5.4 billion in annual revenue. Our businesses are organized in three distinct segments, each based around our core engineering DNA: Flow Technologies: A global leader in, providing a broad portfolio of pumps, valves, mixing and agitation equipment, heat transfer, homogenizers, separation, water and wastewater treatment, and engineered process solutions.Our leading brands include the iconic Goulds Pumps (with more than 175 years of history), Anhydro, APV, Bornemann, Bran+Luebbe, C’treat, Engineered Valves, Gerstenberg Schröder, Habonim, Johnson Pump, Lightnin, Philadelphia, Plenty, PRO Cast, Rheinhütte, Seital Separation, Stelzer, Svanehøj, Tigerholm, Uutechnic, VIDAR, Waukesha Cherry-Burrell. Motion Technologies: A global leader in brake pads (ICE and electrified brake pads) and shock absorbers (energy absorption solutions) for transportation applications. Our leading brands include Friction Technologies, KONI and Axtone. Connect and Control Technologies: A leader in critical applications for the aerospace, defense and industrial markets, including harsh environment connectors and control components. Our leading brands include ITT Cannon, Enidine, Aerospace Controls and kSARIA. Position Summary ITT Inc. is seeking a Senior Human Resources Manager to lead and support the Human Resources function at the Orchard Park, NY site. This role will serve as the primary HR partner to site leadership, Operations, and employees, with a strong focus on hands‑on support of day‑to‑day site operations. Reporting to the Executive Director, Control Technologies HRBP , this position will be responsible for ensuring effective execution of HR processes, consistent employee relations support, strong partnership with Operations leaders, and practical HR solutions that support business priorities. The Senior HR Manager will also have the opportunity to participate in broader Control Technologies / Value Center‑wide projects, process improvements, talent initiatives, and HR programs. This is a site‑based HR leadership role for someone who enjoys being close to the business, spending time with leaders and employees, supporting a fast‑paced manufacturing environment, and helping managers solve real‑time people and workforce challenges. The role will have one direct report, an HR Business Partner , and will be responsible for coaching, guiding, and developing that individual while ensuring strong HR support across the site. Essential Responsibilities Serve as the lead HR partner for the Orchard Park site, providing hands‑on support to site leadership, Operations, functional leaders, frontline supervisors, and employees. Partner closely with Operations leadership to support daily workforce needs, including staffing, attendance, employee relations, performance concerns, shift coverage, retention, engagement, and supervisor coaching. Provide visible HR leadership across the site, including regular presence with employees and supervisors in office and production environments. Lead and support day‑to‑day employee relations matters, including employee concerns, investigations, workplace conduct issues, attendance concerns, corrective action, performance documentation, and policy interpretation. Coach managers and supervisors on effective leadership practices, employee communication, documentation, performance management, corrective action, and consistent application of company policies. Manage and develop one direct report, the HR Business Partner, ensuring effective execution of HR priorities, timely support to the business, and continued professional growth. Support the full employee lifecycle at the site, including recruiting support, onboarding, employee development, performance management, engagement, retention, internal movement, offboarding, and exit interviews. Partner with Talent Acquisition and site leaders to support open requisitions, hourly and salaried hiring needs, production staffing, contingent labor, interview processes, candidate selection, and onboarding handoffs. Support production staffing needs, including temporary labor, conversions, hard‑to‑fill roles, and workforce planning discussions aligned with Operations demand. Lead and support cyclical HR processes, including goal setting, performance reviews, calibration, compensation planning, talent review, succession planning, engagement surveys, compliance training, and employee communications. Work closely with leaders on talent readiness, succession planning, knowledge transfer, cross‑training needs, and development planning for critical roles. Use workforce data and HR metrics to identify trends and support decision‑making related to absenteeism, turnover, staffing, engagement, requisition status, employee relations, and organizational effectiveness. Partner with HR Operations to ensure employee transactions are processed accurately and timely in Workday and other HR systems. Ensure accurate maintenance of employee records, HR documentation, organizational changes, reporting, and compliance‑related materials. Support employee engagement activities, recognition programs, site communications, employee meetings, training coordination, and culture‑building efforts. Partner with EHS, Operations, and site leadership on matters related to safety culture, accommodations, return‑to‑work, workplace expectations, and employee concerns. Support leave of absence, accommodation, return‑to‑work, and related employee matters in partnership with appropriate internal and external resources. Ensure compliance with federal, New York state, and local employment laws, as well as company policies, procedures, and HR standards. Identify and implement practical improvements to HR processes, supervisor support tools, employee communications, and site‑level HR routines. Participate in Control Technologies / Value Center‑wide HR projects, talent initiatives, process improvements, change management activities, and special assignments as needed. Perform other duties as assigned. Position Requirements Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field required; advanced degree preferred. 7+ years of progressive Human Resources experience, preferably in a manufacturing, aerospace, defense, industrial, or operations‑focused environment. Prior experience as an HR Manager, Senior HR Business Partner, HR Site Leader, or similar role supporting a manufacturing or site‑based employee population strongly preferred. Demonstrated experience partnering directly with Operations leaders and frontline supervisors in a hands‑on HR capacity. Experience managing or mentoring HR talent preferred. Strong working knowledge of multiple HR disciplines, including employee relations, performance management, talent acquisition, onboarding, compensation practices, leave management, engagement, talent management, and employment law compliance. Working knowledge of federal and New York employment laws and HR compliance requirements. Demonstrated experience handling employee relations matters, investigations, corrective action, performance improvement, attendance issues, and workplace conduct concerns. Experience supporting hourly and salaried employees in a fast‑paced operational environment. Experience with HRIS systems required; Workday experience preferred. Strong Microsoft Office skills, including Excel, PowerPoint, Word, and Outlook. Ability to analyze workforce data and translate findings into practical recommendations and actions. Ability to manage multiple priorities, resolve issues with urgency, and maintain strong follow‑through in a dynamic site environment. Additional Qualifications / Attributes Strong business partnership mindset with the ability to build credibility with site leadership, Operations, supervisors, employees, and HR partners. Hands‑on, practical, and solutions‑oriented HR leader who is comfortable working close to the business and directly supporting daily site needs. Strong leadership presence with the ability to influence, coach, and guide managers and supervisors. Excellent communication skills, both written and verbal, with the ability to communicate clearly across all levels of the organization. Strong employer relations judgment, discretion, and ability to handle sensitive matters with professionalism and confidentiality. High sense of urgency, accountability, and ownership. Strong organizational skills and ability to balance daily operational needs with longer‑term HR initiatives. Comfortable working in a manufacturing environment and engaging with employees and leaders in both office and production settings. Strong attention to detail, especially related to documentation, employee data, compliance, and follow‑up actions. Collaborative and team‑oriented, with the ability to partner effectively across HR Operations, Talent Acquisition, Total Rewards, EHS, Finance, Operations, and Value Center leadership. Ability to support change, build trust, and help leaders navigate organizational transitions. Passion for continuous improvement, employee experience, operational excellence, and leadership capability building. Leadership Responsibilities Manage, coach, and develop one direct report, the HR Business Partner. Establish clear goals, priorities, and expectations for the site HR team. Ensure the HRBP is effectively supporting leaders and employees while continuing to build capability in employee relations, HR operations, business partnership, and site execution. Provide regular feedback, guidance, and development support to strengthen HR team effectiveness. Promote a collaborative, responsive, and service‑oriented HR function at the Orchard Park site. Key Success Measures Strong day‑to‑day HR support for Operations, site leadership, supervisors, and employees. Timely and consistent resolution of employee relations, performance, attendance, and workplace concerns. Improved leader capability in documentation, coaching, communication, and policy application. Effective support of staffing, onboarding, production workforce needs, and contingent labor processes. Strong execution of cyclical HR processes, including performance management, compensation planning, engagement actions, and talent reviews. Accurate and timely Workday transactions, HR reporting, and employee documentation. Effective coaching and development of the HR Business Partner. Meaningful HR contribution to site priorities and Value Center‑wide initiatives. Improved employee experience, engagement, retention, and organizational capability. Working Environment This role is based on site at the Orchard Park, NY facility and requires daily presence in both office and manufacturing/production environments. The role may require flexibility to support leaders and employees across shifts, urgent employee matters, production priorities, and site needs. Equal Pay Act Statement We aim to pay our ‘ITT’ers’ fairly and competitively in the locations that they live and work. Pay‑for‑performance is a principle that we believe in, and employees are rewarded based not only on ‘what’ they accomplish, but also on ‘how’ they reflect ITT’s values. ITT offers a competitive salary and robust total rewards package, such as health insurance, 401(k), short and long‑term disability, paid time off, growth and developmental opportunities, and other incentive compensation programs. Specific benefits are dependent upon whether or not the position is part of a collective‑bargaining agreement. The salary offered to a candidate is based several factors such as candidate experience and qualifications, location, as well as market and business considerations. Equal Pay Act Range 115,600-172,200 #J-18808-Ljbffr