Senior Manager, Human Resources (Corporate Functions)

Description:

The Human Resources Business Partner, you will provide both strategic and operational HR leadership to assigned business units. This role serves as a trusted advisor to senior leaders and their leadership teams, partnering closely to shape workforce strategy, organizational culture & design, talent strategy, and workforce effectiveness. This role will also lead and contribute to enterprise-wide HR initiatives - including those involving AI adoption and workforce transformation that support the company's long-term goals. This role requires strong business acumen, a proactive mindset, the ability to influence without direct authority, and the capability to serve as a strategic partner across all levels of the organization.

Essential Functions:

• Build strong, consultative relationships with leaders across assigned business units, serving as a credible, independent voice on people and organization matters.  Partner with leaders on strategic workforce planning, organizational design, and change readiness. Partner with leaders to diagnose organizational challenges, assess tradeoffs, and design solutions that balance business needs, talent capabilities, and long‑term sustainability. Proactively challenge leader assumptions using data, analytics, external benchmarks, and sound judgment. Act as the primary liaison between the business and HR Centers of Excellence (Talent Acquisition, Total Rewards, Learning & Development, HRIS, etc.) to deliver integrated solutions.
• Lead and support the full talent lifecycle, including workforce planning, recruiting strategy, onboarding, performance management, career development, and succession planning. Facilitate or lead talent reviews, development planning, leadership development initiatives, and retention strategies. Identify learning and capability gaps and design or facilitate team‑building, skill‑building, and development workshops.
• Provide day to day coaching and guidance to leaders on performance management, employee engagement, and difficult conversations. Manage and resolve employee relations matters; conduct or oversee investigations in partnership with Legal and Compliance. Ensure compliance with federal, state, and local employment laws; advise leaders on policy interpretation and risk mitigation. Support leave management, disability, FMLA, immigration coordination, unemployment claims, and corrective action processes as applicable. Maintain required documentation and ensure adherence to company policies, EEO, and regulatory requirements.

• Leverage HR metrics, analytics, and AI‑enabled insights to inform decisions, challenge status quo thinking, and recommend actionable solutions. Lead or contribute to cross functional and enterprise HR projects that advance organizational priorities. Partner with Payroll, Benefits, HRIS, Compliance, and other stakeholders to ensure seamless execution of HR processes. Support continuous improvement of HR programs, tools, and processes.

   

Additional Responsibilities:

• Provides other functions as required or assigned
• Complies with all company policies and standards