Senior Human Resource Manager, Corporate Functions

SunCoke Energy•Lisle, IL

18h•Hybrid

About The Position

We are seeking a highly effective, results‑oriented Senior Human Resources Manager to support our Corporate Functions client group. This is a builder role for someone who takes full ownership, operates with urgency, and consistently raises the bar on talent, leadership, and organizational effectiveness. This role owns the end‑to‑end people agenda for the client group (approximately 60%), including talent acquisition alignment, onboarding, performance management, goal setting, succession planning, talent calibration, and employee relations. In parallel, the role leads enterprise‑wide HR initiatives (approximately 40%), driving process improvements, change management, and scalable solutions across the organization. The ideal candidate brings a proven track record as an HR Business Partner and is known for strong ownership, accountability, and proactive problem‑solving. They are intellectually curious, detail‑oriented, highly responsive to business needs, and comfortable balancing strategic thinking with hands‑on execution. Success requires the ability to shift seamlessly between strategy and execution, constructively challenge leaders, and deliver results in a fast‑paced, evolving environment. This individual will have a demonstrated history of elevating talent, strengthening leadership capability, and building disciplined, high‑performing organizations.

Requirements

Bachelor’s degree in Human Resources, Business, or a related field.
Approximately 8–10+ years of progressive HR experience, including significant HR Business Partner experience supporting corporate or professional functions.
Demonstrated ability to own and manage the full employee lifecycle for a client group, including talent management, performance management, organizational design, and employee relations.
Proven track record of leading HR initiatives or projects that delivered measurable business impact and strengthened talent and organizational outcomes.
Strong experience operating in high‑accountability, high‑performance environments, with clear examples of driving results.
Ability to build credibility, influence, challenge, and coach leaders at multiple levels with confidence and professionalism.
Strong business acumen, with the ability to connect HR strategy to operational and financial outcomes.
Exceptional problem‑solving and organizational skills, with a proactive, solutions‑oriented mindset.
Ability to manage multiple priorities with urgency in a fast‑paced environment.
High level of discretion, professionalism, and sound judgment in handling confidential information.

Nice To Haves

Familiarity with HR systems (specifically UKG) and data analytics is strongly preferred.
Experience leading enterprise HR initiatives or transformations is strongly preferred.
Background in organizations undergoing growth, transformation, or integration.
Strong analytical capability and experience leveraging HR data to drive decisions.
HR certification (e.g., SHRM-SCP, SPHR) or advanced degree is a plus.

Responsibilities

Serve as the primary HR leader for Corporate Functions, building strong relationships with leaders and providing guidance on all aspects of the employee lifecycle.
Own and drive key HR processes, including recruiting alignment, onboarding, performance management, goal setting, succession planning, offboarding, etc. with a focus on quality and rigor.
Lead talent reviews and calibration sessions with a high bar for performance differentiation, succession depth, and leadership accountability.
Partner with leaders to proactively assess organizational health, identify talent gaps, and implement targeted, actionable workforce plans.
Coach and challenge leaders to elevate performance, strengthen teams, and address issues directly and effectively.
Manage complex employee relations matters, conducting investigations and resolving issues with sound judgment and a balanced approach.
Drive consistent adoption of HR programs, policies, and processes across the client group while continuously raising the bar on talent standards and expectations.
Identify inefficiencies and gaps in current processes; design and implement scalable, practical solutions.
Lead high-impact, enterprise-wide HR initiatives (e.g., performance management transformation, talent programs, organizational design, HR process optimization, etc.) that improve how we hire, develop, and manage talent across the organization.
Partner cross-functionally to lead change management efforts, ensuring strong adoption and sustained outcomes.
Leverage data and insights to influence decisions, challenge assumptions, and improve talent and organizational effectiveness.
Play a key role in enterprise priorities such as integration efforts, workforce planning, and leadership development initiatives.
Lead or support other projects and duties as assigned.