Senior Manager, Human Resources

MESA POWER SOLUTIONS LLC • Loveland, CO

1d • $165,000 - $180,000 • Onsite

About The Position

The HR Senior Manager serves as a key member of the Human Resources leadership team for a decentralized power generation company of approximately 1,000 employees. This role is responsible for designing, implementing, and continuously improving talent management, compensation, succession planning, career development, organizational effectiveness, workforce planning, and strategic HR initiatives. The position acts as a trusted advisor to executives and business leaders while balancing strategic, operational, and tactical responsibilities. The successful candidate will leverage data, analytics, and business insight to drive organizational performance, employee engagement, leadership effectiveness, and workforce capability. This position plays a key role in developing scalable HR programs, supporting change management initiatives, and building leadership capability across the organization while ensuring compliance with all applicable employment laws and company standards. This position is considered the second-in-command within Human Resources and is expected to serve as a successor candidate for future HR Director leadership opportunities.

Requirements

• 4 Year / Bachelors Degree in Human Resources, Business Administration, Organizational Development, or a related field from an accredited university.
• 10 years of progressive Human Resources experience across multiple HR disciplines.
• 5 years of leadership or management experience overseeing HR functions, programs, or teams.
• Proven experience partnering with leaders on organizational strategy, workforce planning, and employee performance initiatives.
• Experience supporting multi-site operations, manufacturing, distribution, or fast-paced operational environments.
• At least one HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP).
• Comprehensive knowledge of all major Human Resources disciplines, including talent management, compensation, employee relations, talent acquisition, organizational development, performance management, succession planning, training and development, and workforce planning.
• Advanced knowledge of compensation program design, salary structures, job evaluation methodologies, market pricing, pay equity analysis, and incentive compensation programs.
• Strong understanding of leadership development, competency modeling, career pathing, and succession planning methodologies.
• Knowledge of organizational effectiveness principles, change management frameworks, and organizational design strategies.
• Understanding of HR metrics, workforce analytics, predictive analytics, and data-driven decision-making.
• Knowledge of federal, state, and local labor laws and HR compliance requirements, including FMLA, ADA, FLSA, Title VII, EEO, and related regulations.
• Understanding of decentralized organizational structures and multi-site operations.
• Knowledge of strategic planning, budgeting, financial principles, and business operations.
• Ability to translate business objectives into workforce and talent strategies.
• Strong planning and execution skills.
• Organizational assessment and problem-solving skills.
• Compensation analysis and modeling skills.
• Ability to interpret complex workforce data and operational environment and provide actionable recommendations.
• Effective collaboration and stakeholder management skills across cross-functional teams and leadership groups.
• Ability to align HR strategies and programs with organizational goals and operational priorities.
• Ability to influence leaders, drive accountability, and support organizational change initiatives.
• Ability to interpret employment laws, policies, and workforce data to make informed business recommendations.
• Ability to build scalable HR processes, improve operational consistency, and support organizational growth.
• Proven ability to influence senior leaders and executives.
• Must be able to fluently speak, write, and read in English.
• Willing to consent to and pass a background check.
• Will be required to carry a cell phone and be available to respond during working and non-working hours.

Nice To Haves

• Graduate Degree in Human Resources, MBA or JD.
• Experience supporting private equity-backed companies, mergers, acquisitions, or IPO preparation.
• Honorably discharged service veterans are preferred.
• Lean, Six Sigma, or project management certification.
• Understanding of private equity, growth-stage organizations, and organizational scaling challenges.
• Understanding of employment practices associated with mergers, acquisitions, and IPO readiness.

Responsibilities

• Lead enterprise-wide talent management processes, including succession planning, career development, and people reviews.
• Design and facilitate annual people review and workforce planning processes.
• Partner with department leaders to align HR strategies, workforce planning, and organizational initiatives with business objectives.
• Develop career pathways and competency models across technical, operational, manufacturing, engineering, and field service functions.
• Monitor employee engagement metrics and develop action plans to improve retention and organizational effectiveness.
• Support change management initiatives associated with growth, acquisitions, organizational restructuring, and business transformation.
• Lead development and administration of the company's compensation philosophy and strategy.
• Manage salary structures, pay ranges, market benchmarking, and job architecture.
• Conduct compensation analyses and make recommendations regarding market competitiveness and internal equity.
• Support due diligence and compensation integration activities related to acquisitions or IPO readiness initiatives.
• Lead enterprise HR projects from conception through implementation.
• Manage cross-functional initiatives involving HR, Operations, Engineering, Finance, Legal, and executive leadership.
• Lead initiatives involving: HR technology implementations, Workforce planning, Organizational design, Succession planning, Mergers and acquisitions integration, IPO readiness activities.
• Develop and maintain HR dashboards and executive reporting.
• Analyze workforce trends related to: Retention, Turnover, Compensation competitiveness, Succession readiness.
• Utilize data and predictive analytics to drive workforce decisions and organizational strategy.
• Influence leadership decisions through data, business acumen, and HR expertise.
• Coach leaders on organizational effectiveness, performance management, talent decisions, and workforce planning.
• Foster strong partnerships across decentralized business units while maintaining enterprise consistency.
• Develop, implement, and standardize HR policies, procedures, training programs, and operational processes to improve consistency and organizational effectiveness.
• Build and develop HR team capabilities, establish operational priorities, and drive a culture of accountability, service, and continuous improvement within the HR function.
• All other duties assigned.

Benefits

• Competitive base pay
• 401(k) plan
• Generous paid time off — including vacation, holidays, parental leave, and bereavement
• 100% employer-paid Health, Dental, and Vision insurance for employees and their dependents
• Employee Assistance Program
• Life Insurance
• Short- and Long-Term Disability coverage
• Critical Illness and Accident insurance
• Annual Evaluations with the opportunity for a pay increase based on performance

What This Job Offers

• Job Type: Full-time
• Career Level: Senior