Manager, People Strategy and Operations (HR Manager)

Manager, People Strategy and Operations (HR Manager) Job Category: Indirect Labor - Fixed Requisition Number: MANAG003241 Posted : July 9, 2026 Full-Time Locations Showing 1 location Qualifications 2-3+ years people supervisory experience leading teams of People Partners. 5+ years in a manufacturing environment with specific knowledge of manufacturing HR best practices. Thorough understanding of employee compensation and benefits programs. Employee management, development, and leadership experience. Experience with competency models and feedback systems. Track record of effectively diagnosing, designing, and delivering organization-wide interventions. Proven ability to lead by example and foster mentoring relationships. Experience with leadership and 360 feedback coaching. Proven project management skills, including building sponsorship, communications, and stakeholder management. Excellent communication and facilitation skills across all levels of the organization. Experienced with MS Office – Word, Excel, PowerPoint, etc. Core Competencies BUILD Great Teams – Talent sourcing / Feedback & Coaching / Talent Development Develops talent through good hires and ’stretch’ assignments focusing on building a talent pipeline. Invests time coaching and training and developing top talent, willingly sharing this talent with other teams. Drives engagement in teams by building a high performing culture that proactively addresses under-performance. THINK Customer First – Market Knowledge / Customer Needs Identification / Relationships Understands industry trends and TM’s technology advancements; leverages best practices for competitive advantage. Exhibits an understanding of the client’s unstated needs and is able to articulate and shape deliverables and HR service offerings to address them. Builds connections across multiple levels on the client’s side and is able to influence their thinking. LEVERAGE Communication – Written and Verbal / Teamwork / Inter-personal skills Cascades information in a clear, well thought manner to teams leveraging key messages, sharing and translating effectively. Communicates openly and transparently with appropriate frequency, always incorporating feedback and dialogue. Gives positive and constructive feedback through the year, building an environment of trust, openness & development. SET Strategic Direction – Vision, Big picture thinking / Financial Acumen / Decision-making Contributes to the Operations business strategy and execution plans and initiatives, staying client-focused. Exhibits a solid grasp of finance to make sound business choices and ensure teams operate efficiently. Leverages strong understanding of the business to make strategic decisions that have short-term and long-term profitable impacts. DRIVE Innovation – Creativity and Improvement / Risk-taking / Analytical Thinking Tests new models, new business practices and partnerships; recognizes when new methods are needed to fit the current or emerging needs of clients. Promotes smart risk taking and learning from mistakes. Looks deep into solutions from multiple perspectives by analyzing a problem from many different angles. EMBRACE Change – Dealing with ambiguity / Adaptive resilience / Sense of urgency Instills a sense of urgency and builds a high accountability culture where teams set high standards and deliver results. Encourages agility and keeps teams accountable to drive results rather than be caught up in process challenges. Able to execute large scale change initiatives by preparing the teams and keeping them grounded in driving results. Essential Duties & Responsibilities Leads a team of People Partners to deliver Human Resources consulting services to the overall client organization. Establishes and implements overall workforce strategy, organizational design, change management and workforce planning to drive business excellence. Leads the overall implementation of talent strategy to develop a world-class team. Aligns performance management and reward systems to drive and reinforce a culture of high performance and innovation. Champions career development process and recognition initiatives to increase and sustain high level of employee engagement. Drives and elevates employee engagement strategies and plans to ensure Technimark is seen as an employer of choice. Ensures HR programs and plans are aligned to the business priorities and monitors effectiveness. Balances corporate, function, and business needs in deploying HR programs to the business unit. Works closely with overall HR team to ensure successful deployment and sustainability of various HR programs. Advises and partners with management in areas of compliance. Perform other duties as assigned. Technimark is an Equal Opportunity Employer and will consider all qualified applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, or protected veteran status. This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor. #J-18808-Ljbffr Technimark