About The Role

As a Human Resources Manager, you will serve as a trusted business partner and strategic advisor to leadership, driving talent and workforce strategies that support organizational growth and business objectives. This role is responsible for leading key human capital initiatives across talent management, workforce planning, employee relations, compensation, succession planning, organizational development, performance management, and compliance. You will collaborate closely with business leaders and HR Centers of Excellence to attract, develop, engage, and retain top talent while fostering a high-performance, inclusive culture. Leveraging data-driven insights, you will guide critical business decisions, lead change management efforts, and ensure HR programs and practices align with both operational goals and long-term organizational strategy.

Responsibilities

Serves as internal business consultant and plays key role in leadership team regarding human capital management.
Partners with human resources colleagues and business unit leadership on talent review and succession planning processes, including identification of high potentials and development opportunities which includes special projects, lateral and upward movement.
Works with business units on strategic workforce design and collaborates with talent acquisition.
Assists with strategies for recruiting, staffing, and management training program to meet headcount models and goals.
Conducts investigations related to employee relations, terminations, EEOC, harassment, etc., and recommends resolutions.
Facilitates performance review cycle, ensuring that process is understood, and monitors progress throughout cycle.
Partners to facilitate compensation decisions, offers, and employment packages.
Leads change and culture management initiatives resulting from acquisition or divestiture, employee engagement survey, or other change initiatives.
Utilizes human resources metrics to make effective human resources related decisions. Uses metrics to understand trends and makes recommendations to business leaders.
Advises and assists business unit managers to ensure consistent application and compliance with human resources programs, policies, and procedures.
Ensures compliance with statutory requirements, negotiates and interprets collective bargaining agreements and manages arbitrations for union business units.
Conducts training on performance management, human resources procedures, staffing, orientation, new manager, leader assimilations, and other human capital programs.
Supports organization diversity initiatives

Qualifications

Bachelors' Degree required; Masters' Degree preferred.
PHR or SPHR preferred.
5 years required, 7 years preferred of progressive human resources experience.
2 years of HRIS experience required.
Strong employee relations and investigation experience.
Ability to quickly understand industry, competitors, customers and business strategy.
Demonstrated ability to build business internal and external partner relationships to drive programs related to human capital. Ability to influence all levels of management on human resources, business issues and decisions, and ability to transfer it to human resource strategy and results.
Strong communication, facilitation and presentation skills are necessary to actively communicate with all levels of management, staff, outside agencies and customers to drive business results. Proficient at delivering presentations to small and medium size audiences.
Excellent interpersonal and project management skills. The ability to execute large-scale initiatives in a complex, matrix environment while maintaining focus on the business and its customers.
Strategic planning, creative and innovative thinking skills, along with high intellect and sound judgment with a track record of getting results. Ability to multi-task.
Ability to work independently or in a group setting.
Employment law knowledge with multi-state compliance.
Ability to work well under pressure of deadlines and competing priorities.
An understanding of culture and change management and how to integrate talent management into organizations strategic objectives.
Ability to support multiple locations and be able to travel up to 10% of time.
Strong computer skills, including Microsoft Office.
A solid operational knowledge of functional human resources, including staffing, performance management, succession planning, compensation, rewards and recognition, employee relations, compliance and talent acquisition.