About the Role
Reporting directly to the Global Division HR Manager, the HR Manager will serve as the site HR lead for the facility and provide support to field team members in field locations. This role partners closely with site leadership as a trusted advisor across all HR-related matters, including leadership development, culture, employee engagement, performance management, talent acquisition, and strategic workforce planning. The HR Manager is responsible for developing and executing scalable HR strategies that drive organizational efficiency, foster a positive and inclusive work environment, and support business objectives. Acting as a team member champion, change agent, and business partner, the individual in this role will also lead specialized projects and continuous improvement initiatives, requiring exceptional communication, influence, and relationship-building skills to help drive a high-performing, collaborative culture.
Key Priorities
- Learn the Business & Build Relationships: Humbly learn the business, systems, processes, and culture, adopting a modest approach to understanding the organization’s structure and operating dynamics. Build and nurture strong, positive relationships with leadership, the HR team, and employees to foster trust and collaboration. Actively engage with employees through town halls and frequent visibility on site, creating open lines of communication and gaining firsthand insights into potential areas of improvement.
- Talent & Performance Management: Deliver impactful talent planning activities that identify organizational bench strength, succession priorities, and development needs. Focus efforts on assessing development needs and promoting a learning environment that supports on-the-job opportunities. Leverage coaching skills to assist employees and managers through development and performance matters. Lead regular talent review processes to evaluate organizational strengths, identify high-potential employees, and inform targeted development strategies. Ensure these efforts align with broader business goals to build a high-performing, future-ready workforce.
- Acquisition Integration: Provide comprehensive leadership across integration-related HR workstreams, including due diligence, employee-facing communication plans, and defining and executing optimal integration timelines for payroll, benefits, and HR systems. Anticipate and prepare for integration challenges while implementing best practices to ensure a smooth and unified transition for employees, both culturally and operationally. This includes managing the cultural transition from a smaller, private company to a larger corporate environment, addressing employee concerns about benefits and organizational change.
- TA Strategy & Execution: Conduct a full audit of the TA function, including structure, talent, culture, process, and technology. Identify skills gaps, inefficiencies, technology needs, and other pain points. Define short-, mid-, and long-term TA strategy and goals. Develop and execute a roadmap to implement effective TA programs and functional improvements required to achieve the facility’s growth objectives. Leverage metrics, data, and dashboards to influence talent conversations and manage expectations among site and division leadership.
Qualifications
- Bachelor’s Degree in Business Administration, Human Resources, Psychology, Finance, or related field.
- Minimum of eight years of progressive HR generalist experience and responsibility including prior human resource management role with supervisory experience.
- Broad knowledge of human resource processes administration and applicable government laws and regulations.
- Ability to work onsite 5 days per week.