Senior Manager, Human Resources

Winnebago Industries•Forest City, IA

About The Position

Are you excited to join a growing and transformational team? Winnebago Motorhome is seeking to add a Senior Manager, Human Resources, to our team based in Forest City, IA. The Senior Manager of Human Resources will report to the Vice President of HR, Admin & Security for Winnebago Outdoors. This role will support the operations functions across the Outdoors business unit and play a pivotal role in shaping the organizational culture, enhancing employee engagement, and driving strategic talent and change initiatives. Collaborating closely with senior leadership and cross-functional teams, this role will lead efforts to attract, develop, and retain top talent while fostering a workplace environment that fosters innovation, collaboration, and continuous improvement. Our organization is in a state of transformation and requires someone who thrives in an ambiguous and changing environment and is passionate about the opportunity to build a foundation for the future. This position requires the ability to be both strategic and execute down to a detailed level. We are looking for someone with whom approaches challenges with energy, curiosity, creativity, and open-mindedness.

Requirements

Bachelor's Degree or equivalent experience required.
10+ years of related functional and leadership experience within an Engineering/Manufacturing/Operations environment.
Demonstrated high degree of integrity, professionalism, and ability to establish credibility.
Demonstrated ability to design and implement processes or best practices in operations.
High sense of urgency and commitment to execution.

Nice To Haves

Bilingual (English/Spanish) preferred to support diverse workforce communication

Responsibilities

Provide strategic thought leadership and expertise while driving framework and programs that support a high-performance culture by accelerating the development of talent and increasing employee engagement.
Partner with HR Business Partners and business leaders to develop strategies and recommend actions that address challenges and drive stronger business outcomes. Work collaboratively across the HR team to maximize systems, tools, and other resources for HR teams, leaders and employees.
Lead efforts toward strengthening employee engagement, including engagement surveys, action planning, and leadership development and resources to drive accountability and sustain momentum toward leading engaged teams.
Partner with Enterprise Talent Acquisition to develop and implement strategic recruitment plans to attract top-tier talent for non-operational roles, including but not limited to finance, engineering, marketing, and administrative functions.
Partner with departmental leaders to assess workforce needs, identify skill gaps, and create talent development plans to support career progression and succession planning.
Champion diversity, equity, and inclusion efforts to create a workplace culture that celebrates differences and fosters belongingness for all employees.
Administer performance management systems and processes to align individual goals with organizational objectives, foster accountability, and recognize high performers.
Provide guidance and support to managers in conducting performance evaluations, setting performance goals, and delivering constructive feedback and coaching to employees.
Lead change management initiatives to drive organizational transformation, including process improvements, technology implementations, and cultural shifts.
Develop communication plans, training programs, and stakeholder engagement strategies to facilitate smooth transitions and mitigate resistance to change.
Monitor the impact of change initiatives, collect feedback, and make adjustments as needed to ensure successful implementation and adoption.
Ensure compliance with relevant employment laws, regulations, and company policies, maintaining accurate records and documentation as required.
Lead ongoing evolution of continuous performance management framework for the functions and process across the enterprise, with an emphasis on setting clear goals, connecting with employees to provide ongoing feedback and coaching, and promoting development.
Lead the ongoing evolution of talent review and succession planning for the functions, including approach, resources, and process that supports a consistent approach across the enterprise.
Identify opportunities and develop recommendations for utilizing outside resources to support development and delivery of programs and solutions. Sources vendors and oversees quality of products and services delivered.
Participate in annual planning and connect talent management priorities to company strategies.
Lead or facilitate OCM people-related activities on a high-complexity, transformational, or program-wide change.
Work directly with sponsors/business owners of the change; understand goals for the change and be able to translate them into impacts to the organization.
Work in concert with the BPE team to help mature the discipline through observation of areas in need of improvement and suggestions for maturing the processes or tools.
Educate and support leaders in assessing and managing risks based on adoption of change, audience readiness for the change including identifying people-side risks and anticipated points of resistance; evaluate the results and present findings.
Partner with key leaders in developing an actionable change management strategy for the change based on situational awareness.
Oversee deliverables against the communication plan, crafting or coordinating clearly articulated messages that prepare and motivate users for adopting the change.
Identify resistance and/or performance gaps, and work to develop and implement responsive actions.