Senior Manager, Human Resources

Regal Rexnord•Downers Grove, IL

35d•Onsite

About The Position

Regal Rexnord's Aerospace Solutions is growing at a double-digit pace, and talent is a key driver of that success. This role combines leadership of the HR function for non-operations functions with strategic partnership with the Downers Grove plant on priorities such as Talent Reviews, Org Zero-Up process, HR Continuous Improvement roadmap, and HR Core Value Drivers.

Requirements

Bachelor’s degree in business, Human Resources/Labor Relations or related field required.
Minimum 7 years of HR experience, including experience serving as an HR Business Partner or in a strategic HR leadership role
demonstrated ability to influence and partner effectively with leaders at multiple levels of an organization, including Director-level and senior leadership stakeholders.
Experience leading and supporting strategic business initiatives through strong stakeholder management and cross-functional collaboration.
Strong business acumen with the ability to align HR strategies and solutions to organizational objectives.
Excellent communication and relationship building skills.

Nice To Haves

Master’s degree in business, Human Resources/Labor Relations or related field is a plus.
Manufacturing experience is a plus.

Responsibilities

Partner with the leadership team to bring in top talent within the agreed timeline.
Support the team in recruiting high-performing individuals and ensuring a strong onboarding experience.
Establish and use metrics to assess talent acquisition effectiveness and drive ongoing improvement.
Work with the central TA team and local universities to attract technical talent.
Partner with the marketing communications team to strengthen Regal Rexnord and Aerospace Solutions presence on LinkedIn and social media to attract potential talent.
Lead the Talent Review process for Downers Grove-Plant and non-ops functions, with a focus on building a talent pipeline for critical roles.
Oversee the company’s Performance Appraisal and Management process.
Use the competency assessment model to support employee growth and advancement.
Create a regular cadence to monitor the progress and development of high-potential employees.
Drive employee engagement initiatives with people managers, including focus groups and survey action plans.
Promote Aero-Employee communication to support a unified culture.
Monitor HR metrics and take proactive action when goals are not met.
Work with the leadership team and finance to develop and manage the HR budget.