Senior Manager, HR, Optical Solutions

Coherent Corp•Saxonburg, PA

69d•Onsite

About The Position

Primary Duties & Responsibilities Strategic HR Support Maintain an effective level of business literacy about the business unit's financial position, plans, culture, and competition to ensure HR strategies are aligned with overall business objectives. This includes workforce planning and calibration aligned with the Annual Operating Plan (AOP) for the business. Serve as the primary strategic partner to the Optical Solutions business, collaborating closely with the VP of Optical Solutions and senior leadership across regions to design and deliver both strategic and tactical HR solutions that enable business success. Collaborate with leadership teams at various sites to streamline leadership expectations, optimize segment-specific HR strategies, and align budgeting and people engagement initiatives across the Optical Solutions BU. Align business objectives with employee and management needs in the designated business unit to foster a culture of accountability, innovation, and collaboration. Partner with Functional and Site HRBPs and HR Centers of Excellence (COEs) to build and implement strategic HR programs and enterprise-wide initiatives that strengthen workforce capability and engagement. Lead strategic workforce planning efforts, identifying current and future talent gaps, succession risks, and capability needs to ensure the organization has the right talent in place for long-term success. Drive organizational design and development, recommending structure and role enhancements that improve agility, scalability, and collaboration across functions. Act as a trusted advisor to business leaders, providing insight and guidance on people strategy, leadership effectiveness, and culture transformation. Champion change management, partnering with senior leadership to plan, communicate, and embed major business changes that enhance organizational effectiveness. Leverage HR analytics and workforce metrics to deliver data-driven insights that influence business decisions and measure the impact of HR initiatives. Shape and sustain a high-performance culture aligned with company values, fostering employee engagement, inclusion and leadership accountability for people outcomes. Talent Management and Development Consult and support all levels of management to build high-performing, diverse, and inclusive teams that align with business goals. Support and execute talent strategies to attract, develop, reward, and retain key talent. Partner with senior business leaders to design and implement succession and development strategies for critical roles. Participate in and support the employee succession planning process to ensure leadership continuity and readiness. Provide leadership coaching to enhance management capability and employee experience. Data Utilization and Analysis Utilize workforce data and analytics to identify talent trends, opportunities, and risks, and recommend strategic interventions. Collaborate with HR teams to analyze trends and metrics, designing data-informed programs, policies, and solutions that drive organizational performance. Monitor key HR KPIs (turnover, engagement, DEI, performance) and present actionable insights to leadership. Employee Relations and Engagement Partner with management and employees to enhance work relationships, morale, productivity, and retention. Act as a liaison for employees seeking assistance with leave management, HRIS systems, or workplace concerns. Collaborate with Site HR Partners to manage and resolve employee relations issues effectively and equitably. Lead efforts to improve employee engagement and organizational culture, ensuring alignment with company values and business objectives. Talent Acquisition and Onboarding Support full-cycle talent acquisition processes including recruitment, interviewing, selection, and hiring to ensure alignment with talent strategy. Coordinate and enhance new hire orientation and onboarding programs to strengthen engagement and retention. Partner with Shared Services to manage new hire data, job changes, and personnel records accurately and efficiently. Performance Management and Compliance Oversee and coordinate performance management cycles, including reviews, OTR's (org talent reviews), merit increases, and goal-setting to ensure equity and consistency through robust calibration sessions with leaders. Conduct thorough and objective investigations of employee issues and partner with in-house counsel to mitigate legal risk and ensure compliance with all regulations. Develop and maintain succession plans for key positions to safeguard leadership continuity. Ensure HR practices are compliant with company policy, employment law, and ethical standards. General HR Support Provide guidance, support, and direction to the Site HRBP in Saxonburg and other HR partners as needed. Perform other related duties and special projects assigned to support HR and business objectives.

Requirements

Bachelor's degree at a minimum. Master's preferred; preferably in Human Resources Management, or related field.
8+ years of relevant experience or equivalent combination of education and work experience.
Working knowledge of multiple human resource disciplines, including compensation practices, talent acquisition, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws
PHR/SPHR or HRCI certification preferred.
Bachelor's degree required; Master's degree strongly preferred - ideally in Human Resources Management, Business Administration, Organizational Development, or a related field.
Minimum of 8+ years of progressive HR leadership experience, with demonstrated success as a strategic business partner in complex, matrixed organizations.
Proven working knowledge of multiple HR disciplines, including compensation strategy, talent acquisition, organizational design, employee and labor relations, diversity and inclusion, performance management, and federal and state employment laws.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
Lean Six Sigma Green Belt or Black Belt certification preferred; demonstrated ability to apply continuous improvement methodologies to streamline HR processes, enhance efficiency, and drive measurable business outcomes.
Strong capability in data analytics, HR metrics interpretation, and translating insights into strategic recommendations that inform leadership decision-making.
Exceptional consultative, interpersonal, and influencing skills with the ability to partner effectively with senior executives and cross-functional teams in a global environment.
Excellent organizational skills and attention to detail.
Ability to retain absolute confidentiality of personnel issues/information.
Strong Proficiency with Microsoft Office; especially Excel.
Problem solving skills.
Familiarity with standard HR concepts, practices, and procedures.
Familiarity with HRIS software systems (Oracle Fusion a plus).
Excellent time management skills with a proven ability to meet deadlines.
Demonstrate knowledge of local employment laws and regulations.
Excellent communication (both verbal and written) and interpersonal skills, to include conflict resolution.
Proven ability to effectively interact with all levels of the workforce.

Nice To Haves

PHR/SPHR or HRCI certification preferred.
Master's degree strongly preferred - ideally in Human Resources Management, Business Administration, Organizational Development, or a related field.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
Lean Six Sigma Green Belt or Black Belt certification preferred; demonstrated ability to apply continuous improvement methodologies to streamline HR processes, enhance efficiency, and drive measurable business outcomes.
Familiarity with HRIS software systems (Oracle Fusion a plus).

Responsibilities

Maintain an effective level of business literacy about the business unit's financial position, plans, culture, and competition to ensure HR strategies are aligned with overall business objectives.
Serve as the primary strategic partner to the Optical Solutions business, collaborating closely with the VP of Optical Solutions and senior leadership across regions to design and deliver both strategic and tactical HR solutions that enable business success.
Collaborate with leadership teams at various sites to streamline leadership expectations, optimize segment-specific HR strategies, and align budgeting and people engagement initiatives across the Optical Solutions BU.
Align business objectives with employee and management needs in the designated business unit to foster a culture of accountability, innovation, and collaboration.
Partner with Functional and Site HRBPs and HR Centers of Excellence (COEs) to build and implement strategic HR programs and enterprise-wide initiatives that strengthen workforce capability and engagement.
Lead strategic workforce planning efforts, identifying current and future talent gaps, succession risks, and capability needs to ensure the organization has the right talent in place for long-term success.
Drive organizational design and development, recommending structure and role enhancements that improve agility, scalability, and collaboration across functions.
Act as a trusted advisor to business leaders, providing insight and guidance on people strategy, leadership effectiveness, and culture transformation.
Champion change management, partnering with senior leadership to plan, communicate, and embed major business changes that enhance organizational effectiveness.
Leverage HR analytics and workforce metrics to deliver data-driven insights that influence business decisions and measure the impact of HR initiatives.
Shape and sustain a high-performance culture aligned with company values, fostering employee engagement, inclusion and leadership accountability for people outcomes.
Consult and support all levels of management to build high-performing, diverse, and inclusive teams that align with business goals.
Support and execute talent strategies to attract, develop, reward, and retain key talent.
Partner with senior business leaders to design and implement succession and development strategies for critical roles.
Participate in and support the employee succession planning process to ensure leadership continuity and readiness.
Provide leadership coaching to enhance management capability and employee experience.
Utilize workforce data and analytics to identify talent trends, opportunities, and risks, and recommend strategic interventions.
Collaborate with HR teams to analyze trends and metrics, designing data-informed programs, policies, and solutions that drive organizational performance.
Monitor key HR KPIs (turnover, engagement, DEI, performance) and present actionable insights to leadership.
Partner with management and employees to enhance work relationships, morale, productivity, and retention.
Act as a liaison for employees seeking assistance with leave management, HRIS systems, or workplace concerns.
Collaborate with Site HR Partners to manage and resolve employee relations issues effectively and equitably.
Lead efforts to improve employee engagement and organizational culture, ensuring alignment with company values and business objectives.
Support full-cycle talent acquisition processes including recruitment, interviewing, selection, and hiring to ensure alignment with talent strategy.
Coordinate and enhance new hire orientation and onboarding programs to strengthen engagement and retention.
Partner with Shared Services to manage new hire data, job changes, and personnel records accurately and efficiently.
Oversee and coordinate performance management cycles, including reviews, OTR's (org talent reviews), merit increases, and goal-setting to ensure equity and consistency through robust calibration sessions with leaders.
Conduct thorough and objective investigations of employee issues and partner with in-house counsel to mitigate legal risk and ensure compliance with all regulations.
Develop and maintain succession plans for key positions to safeguard leadership continuity.
Ensure HR practices are compliant with company policy, employment law, and ethical standards.
Provide guidance, support, and direction to the Site HRBP in Saxonburg and other HR partners as needed.
Perform other related duties and special projects assigned to support HR and business objectives.