Senior Manager Human Resources

Generac•Belvidere, IL

About The Position

The Senior Manager Human Resources serves as a strategic business partner to assigned business groups or functions, working with site leaders to develop and execute site HR strategies. The role contributes to the vision, mission, goals, and outcomes of the site and Business Unit, and collaborates with senior leaders and managers to implement and administer HR policies and procedures. Key focus areas include talent acquisition, talent management, development and retention, employee engagement, performance management, compensation, payroll, employee communications, and employee relations. The position works closely with HR Centers of Excellence (COEs). The role leads and develops a team, sets aligned objectives, coaches staff, and manages performance. As an HR business partner, it advises stakeholders, supports annual HR and talent programs, coordinates HR processes, plans hiring with Finance and senior business leaders, monitors hiring progress, guides employee relations matters, and manages workforce headcount. It also helps activate COE programs, strengthen talent acquisition and management, support employment-branding initiatives, and ensure policy and legal compliance. The position supports the development and implementation of global or standardized HR programs and policies that promote innovation and employee engagement. It also provides project management leadership, including planning schedules, coordinating cross-functional work, managing risks and contingencies, and documenting and sharing lessons learned. The role is based on a salary range of $131,200–$196,900 for Belvidere, Illinois; final compensation depends on factors including experience, skills, certifications, and location. It is eligible for short-term and long-term variable incentives.

Requirements

Bachelor’s degree in human resources or a related field.
At least 6 years of progressive Human Resources experience.
At least 4 years leading a team of direct reports.
Knowledge and practical application of performance management, talent review, succession planning, employee relations, compensation planning, employee engagement, organizational design, and change management.
Ability to multitask efficiently and triage competing priorities.
Excellent communication, interpersonal, and influencing skills.
Ability to coach employees and leaders at all organizational levels.
Ability to build and maintain effective business-partner relationships based on mutual trust and respect.
Learning agility and a focus on developing business acumen.
Ability to use available data to provide talent insights and recommendations.

Nice To Haves

Master’s degree, such as an MBA or MA in Human Resources.
SPHR certification.
Experience with mergers, acquisitions, and divestitures.
Experience working for a large, matrixed, global energy organization.
Experience supporting both office and manufacturing employees.
Workday experience.
Ability to act with urgency and operate in a fast-paced, high-energy environment.
Experience collaborating closely with established HR COEs on business and talent strategic initiatives.
Ability to collaborate, lead, and influence across functions and teams with a regional or national geographic footprint.
Demonstrated change agility.
Project management skills and experience, including working knowledge of project management tools.

Responsibilities

Design and direct team work; select, coach, and develop staff, set aligned objectives, and manage performance.
Advise internal stakeholders on HR matters and align HR initiatives with business objectives.
Plan, implement, and evaluate employee relations activities and HR policies, programs, and practices.
Coordinate HR programs and processes for assigned business groups or functions in partnership with internal groups and HR COEs.
Provide strategic leadership for annual HR and talent programs, with a focus on building leadership skills.
Support local activation of HR COE programs and processes.
Partner with Finance and senior business leaders to develop an annual hiring plan aligned with business initiatives.
Collaborate with hiring leaders to support open positions and provide hiring progress updates using COE data.
Guide employee relations matters through resolution.
Collaborate with Talent Acquisition on employment-branding initiatives and expand talent acquisition and talent management efforts.
Manage workforce headcount to support productivity and efficiency.
Ensure adherence to policies and procedures and compliance with applicable federal, state, and local laws and regulations.
Implement standardized programs and policies that support innovation, engagement, and a high-performance culture.
Support development and implementation of global or standardized HR programs and policies.
Lead project management activities, including schedules, execution plans, cross-functional coordination, risk and mitigation plans, contingency assessments, and lessons learned.