Sr. HR Manager

Sr. HR Manager

Requirements

• High level of business and financial acumen. Understands how structure, strategy, culture and operations tie together to drive business outcomes.
• Strong collaborator who can build relationships and act as a trusted partner to many across the organization.
• Effective data-driven decision making, planning and interpersonal skills.
• Professional demeanor with excellent verbal and written communication, including the ability to effectively present information, influence an audience, respond to questions, and communicate with all levels of the organization including executive leadership.
• Proven ability to coach, challenge, and influence – especially at senior levels of an organization.
• Previous experience with talent planning and organizational design.
• Demonstrated ability to lead as well as champion change by gaining alignment across a broad range of team members.
• Vast knowledge of HR including but not limited to: Recruiting and interviewing best practices, Workforce planning inclusive of org design and succession planning, Performance management inclusive of development, coaching and counseling, Various training and development tactics, Compensation and benefits, State and federal employment laws (i.e., EEO, FMLA, Wage & Hour).
• Attention to detail with the ability to multitask and work in fast-paced environment.
• Proficiency in Microsoft Office including Outlook, Excel, and PowerPoint.

Responsibilities

• Facilitate and execute talent strategy
• Identify talent needs, risks, and gaps; Develop and oversee the execution of plans using talent management tools and resources (including partnership with OD/Training team) to address needs/risks/gaps and strengthen talent pipelines.
• Lead talent calibration, discussion, reviews, and succession planning with a focus on diversity, leadership behavior, business acumen/skill, and overall readiness.
• Champion high-potential talent by guiding and coaching leaders to build skill and capability, offer unique experiences, elevate performance, unlock potential, and accelerate readiness.
• Partner with executive leadership to develop and maintain an organizational design structure that provides appropriate levels of management as well as desired development opportunities.
• Partner with leadership and Talent Acquisition (TA) to develop proactive recruiting and talent strategies to address current and future openings.
• Deliver real-time recognition, coaching and constructive feedback to team members at all levels of the organization.
• Use data and insights to anticipate needs, shape decisions, and inform the talent agenda.
• Influence decisions by leveraging knowledge and understanding of culture, structure, business, people and strategy to achieve both business and organizational improvements.
• Bring a future-focused lens to conversations and decisions, connecting leadership actions to long-term business value.
• Build authentic, trust-based relationships that fuel connection, collaboration, and belonging at every level.
• Be a culture catalyst—spot engagement risks early, surface solutions quickly, and make culture a shared leadership priority.
• Champion inclusion and equity in systems, structures, and day-to-day decisions to foster an environment of acceptance and respect where everyone can succeed; Partner with Culture & Inclusion (CI) on strategies and implementation.
• Ensure the team member’s voice is heard and reflected in initiatives by embedding colleague experience into every conversation.
• Develop and implement solutions that fuel continuous improvement within the business function and/or HR.
• Consult with partners to assess, design, and implement change management initiatives that align with business strategies, ensuring the right resources are in place for successful execution.
• Monitor change initiatives against key milestones while partnering with business leadership to ensure smooth transitions, sustained engagement, and overall adoption of change.
• Translate business strategy into short-term and mid-term HR initiatives that align with business objectives.
• Develop, support and implement HR programs, solutions and core processes in support of multiple functional areas of HR; including, but not limited to performance management, talent management, organizational health, rewards and recognition.
• Track progress against key metrics and milestones, providing insights and recommendations to leadership as needed.
• Identify, investigate and assist in resolving employee relations issues; including conducting investigative interviews when necessary, maintaining thorough documentation, and implementing appropriate corrective action.
• Complete special projects and additional duties as assigned.

Preferred Qualifications

No preferred qualifications provided.