Project Manager, Human Resources

Oatey Company • Cleveland, OH

1d • $73,236 - $117,177 • Hybrid

About The Position

The Project Manager, Human Resources is a strategic individual contributor responsible for leading high-priority, cross-functional HR initiatives from concept through implementation and sustained adoption. Reporting to the Chief Human Resources Officer, this role partners across Human Resources and the business to translate priorities into structured project plans, align stakeholders, manage risks and dependencies, and deliver measurable outcomes. The Project Manager also partners directly with the CHRO to advance Oatey’s Diversity, Equity & Inclusion (DE&I) strategy and execution, translating priorities into initiatives and embedding inclusion across talent, culture, engagement, and the associate experience. This role applies strong project management, change leadership, communication, analytical thinking, and continuous improvement capabilities, using workforce data and insights to inform decisions, evaluate effectiveness, and strengthen outcomes.

Requirements

• Minimum of 5 years of progressively responsible experience in Human Resources, project or program management, organizational effectiveness, change management, HR operations, DE&I, or a related field, including demonstrated responsibility for leading cross-functional projects with multiple stakeholders.
• Demonstrated success managing multiple initiatives through the full project lifecycle and delivering against milestones, scope, stakeholder expectations, and measurable outcomes.
• Strong project management capability, including planning, governance, prioritization, stakeholder management, risk and issue management, dependencies, implementation, and measurement of outcomes.
• Experience translating strategy and business priorities into practical workplans, operating rhythms, communications, measures, and sustainable processes.
• Experience supporting or leading DE&I, culture, associate experience, talent, or organizational effectiveness initiatives and navigating sensitive or evolving topics with sound judgment.
• Working knowledge of organizational change management and experience supporting adoption of new programs, processes, technologies, or ways of working.
• Strong analytical and business acumen, including the ability to interpret HR and workforce data, define meaningful metrics, identify trends, and translate findings into practical recommendations.
• Advanced proficiency with Microsoft Excel and PowerPoint; experience with HRIS, project management, reporting, business intelligence, or data visualization tools is preferred. Workday experience is preferred.
• Excellent written and verbal communication, facilitation, presentation, collaboration, and influencing skills, with the ability to communicate with executive and non-technical audiences and build accountability without direct authority.
• Strong organizational skills and attention to detail, with the ability to work independently, exercise initiative, manage competing priorities and deadlines, and maintain discretion with confidential information.

Nice To Haves

• Project management (e.g., PMP), change management (e.g., Prosci), or Human Resources (e.g., SHRM-CP, PHR) certification is preferred but not required.

Responsibilities

• Lead end-to-end delivery of complex, cross-functional HR projects from initiation through implementation and closeout, establishing clear scope, objectives, deliverables, timelines, owners, resources, dependencies, risks, and success measures.
• Develop and maintain project plans, timelines, status updates, decision logs, and risk and issue tracking; manage multiple concurrent initiatives, maintain visibility into interdependencies, and proactively escalate barriers and recommend solutions.
• Partner with the Chief Human Resources Officer and HR leadership team to translate enterprise and HR priorities into actionable project roadmaps, sequencing, governance, and measurable outcomes.
• Partner directly with the Chief Human Resources Officer to advance Oatey’s DE&I strategy, translating priorities into initiatives, workplans, communications, metrics, and sustainable practices.
• Coordinate DE&I initiatives across talent, learning, engagement, culture, and the associate experience, in partnership with HR, business leaders, and external partners as appropriate.
• Establish and monitor project and DE&I measures; analyze workforce trends and program effectiveness, identify gaps, and translate findings into actionable recommendations for HR leadership.
• Facilitate project meetings, workshops, and stakeholder discussions; clarify decisions, ownership, and next steps, build alignment, and drive follow-through on commitments.
• Lead change management and adoption activities for HR initiatives, including stakeholder impact assessment, communication planning, readiness, training coordination in partnership with the Director, Organizational Development, implementation support, and post-launch reinforcement.
• Partner with HR functional teams on projects spanning the full spectrum of HR functions, policy and process improvement, organizational effectiveness, and other strategic priorities.
• Identify opportunities to simplify, standardize, automate, or redesign HR processes and tools; lead continuous improvement efforts that improve efficiency, consistency, and the associate experience.
• Develop concise, executive-ready presentations, status reports, decision materials, and recommendations that communicate progress, risks, insights, and required actions.
• Coordinate with external consultants, vendors, and partners when applicable, ensuring deliverables, timelines, roles, and expectations are clear and work remains aligned with project objectives.
• Maintain appropriate confidentiality and exercise sound judgment when working with sensitive associate, organizational, and workforce information.
• Perform other HR projects and responsibilities as assigned in support of enterprise and Human Resources priorities.

Benefits

• Generous paid time off programs and paid company holidays to support flexibility and work-life balance
• Annual Discretionary Cash Profit Sharing
• Immediate eligibility and vesting in 401(k), including 100% company match, up to 5% of eligible compensation
• Market leading health insurance including medical, dental, vision, and life insurance offerings for associates and qualified dependents
• Significant company contribution to Health Savings Account with a High Deductible Health Plan (HDHP)
• Short-Term and Long-Term Disability income protection coverage at no cost to associates
• Paid Maternity and Paid Parental Leave
• Tuition reimbursement
• A strong set of complementary resources to support associate well-being, including resource groups, EAP, and dedicated mental health support.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level