Senior Human Resources Manager -Bilingual in Chinese and English

About Midea America:

Midea America Corp., is one of the world's largest home appliance brands, offering the most comprehensive selection of products in the world to fully serve the needs of day-to-day living at home, at work, or anywhere else you go. In North America we strive to aim high, put the customer first, transform and innovate the marketplace, utilizing our commitment, dedication, inclusion, and partnership with our teams. Midea America is a subsidiary of the Midea Group, a global company with over 150,000 employees and operations in more than 195 countries. As a publicly listed company, we are ranked #245 as a Fortune Global 500 company and offer one of the most comprehensive product portfolios in the industry.

Candidates should take the time to read all the elements of this job advert carefully Please make your application promptly.

Overview:

The Sr. HR Manager serves as the senior Human Resources business partner for Midea America Research Center (MARC), providing strategic HR leadership and consultation to business leaders across the organization. This role is responsible for aligning people strategies with business objectives, driving organizational effectiveness, strengthening leadership capability, and fostering a high-performance, engaged workforce. The position partners closely with senior leadership on talent management, workforce planning, organizational design, employee relations, change management, and culture initiatives while ensuring compliance with employment laws and company policies. This position is full-time and fully on-site, Monday through Friday. Occasional domestic and international travel may be required.

Supervisory Responsibilities:

• Provide leadership, coaching, and development to HR Business Partners and other HR team members as applicable.
• Mentor employees, people leaders, and emerging HR professionals in support of organizational and talent development objectives.
• Lead cross-functional teams and HR initiatives without direct reporting authority.

Key Responsibilities:

• Serve as a trusted advisor and strategic partner to MARC leadership, providing guidance on organizational effectiveness, workforce planning, talent strategy, succession planning, and culture initiatives.
• Partner with business leaders to develop and execute people strategies that support organizational goals, growth objectives, and business transformation.
• Provide expert consultation on complex employee relations matters, performance management, investigations, conflict resolution, policy interpretation, and risk mitigation.
• Lead talent management initiatives, including performance management, leadership development, succession planning, career development, and employee retention programs.
• Drive employee engagement efforts and organizational health initiatives, leveraging feedback and workforce insights to improve employee experience and business outcomes.
• Utilize HR analytics, workforce metrics, and trends to identify organizational risks and opportunities, and recommend strategic actions to leadership.
• Support organizational design and change management efforts, including restructures, business integration activities, and organizational transformation initiatives.
• Ensure consistent application of HR policies, practices, and programs while maintaining compliance with federal, state, local, and international employment regulations.
• Partner with Talent Acquisition to develop workforce plans and support recruitment strategies for critical and strategic positions.
• Collaborate with compensation and benefits stakeholders on talent-related decisions, market competitiveness, pay actions, and total rewards programs.
• Build strong partnerships across business functions, global HR teams, and international stakeholders to support cross-cultural collaboration and organizational effectiveness.
• Drive diversity, inclusion, and belonging initiatives that foster innovation, engagement, and business performance.
• Lead and participate in special projects, continuous improvement initiatives, and enterprise-wide HR programs.

Required Skills/Abilities:

• Strong business acumen with the ability to align people strategies to organizational priorities and business outcomes.
• Comprehensive knowledge of talent management, organizational development, employee relations, performance management, workforce planning, and change management practices.
• Deep understanding of U.S. employment laws, HR compliance requirements, and employee relations best practices.
• Demonstrated ability to influence and advise senior leaders on complex organizational and people-related matters.
• Strong analytical skills with the ability to leverage data, metrics, and workforce trends to support strategic decision-making.
• Ability to build credibility and establish trusted partnerships across all levels of the organization.
• Experience leading organizational change and driving adoption of new processes, systems, and business initiatives.
• Excellent communication, facilitation, presentation, coaching, and conflict-resolution skills.
• Ability to manage multiple priorities and deliver results in a fast-paced, dynamic, and matrixed environment.
• Strong cross-cultural communication and stakeholder management capabilities.

Preferred Qualifications

• Master's degree in Human Resources, Business Administration, Organizational Development, or a related field.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience supporting engineering, research and development, technology, manufacturing, or consumer products organizations.
• Experience working within a global or multinational organization.
• Experience supporting organizational transformation, mergers, integrations, or large-scale change initiatives.
• Bilingual proficiency in English and Mandarin Chinese preferred.

Education and Experience

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required.
• Typically 8-10 years of progressive Human Resources experience, including significant experience as a strategic HR Business Partner.
• Demonstrated success partnering with senior leaders and influencing business decisions through effective people strategies.
• Experience leading talent management, organizational development, employee relations, and workforce planning initiatives.
• Proven experience supporting complex organizations within a matrixed, global, or multicultural business environment.
• Experience leveraging HR data and workforce analytics to drive organizational and business outcomes.

Disclaimer

This job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities. Duties, responsibilities, and activities may change at any time with or without notice.

EEO Statement

We are an equal opportunity employer and value diversity. xhyhwjd All employment decisions are based on qualifications, merit, performance, and business needs.