Senior Manager, Human Resources

GE Appliances•Decatur, AL

2d•Onsite

About The Position

At GE Appliances, a Haier company, we come together to make “good things, for life.” As the fastest-growing appliance company in the U.S., we’re powered by creators, thinkers and makers who believe that anything is possible and that there’s always a better way. We believe in the power of our people and in giving them the freedom to explore, discover and build good things, together. The GE Appliances philosophy, backed by three simple commitments defines the way we work, invent, create, do business, and serve our communities: we come together , we always look for a better way , and we create possibilities . Interested in joining us on our journey? The HR Senior Manager will serve as a strategic partner to the Decatur, Alabama plant by aligning HR initiatives with business objectives and leading a team of HR professionals. As the senior HR leader at a remote manufacturing site, this role is critical in building strong connections between the plant and the local community, including partnerships with schools, workforce development programs, and community organizations to support talent pipelines. This role will lead HR strategies and programs, partner with leaders to attract and onboard top talent, and drive performance management processes to foster a high-performance culture. The HR Senior Manager will also play a key role in shaping employee engagement, building a strong site culture, and ensuring employees feel connected, supported, and engaged. Additionally, the role will collaborate on compensation strategies, support career development, and drive organizational effectiveness and change management initiatives.

Requirements

Bachelor’s degree in human resources, Business Administration, Organizational Development or a related field
Minimum of 7 years of progressive HR experience with demonstrated success in a senior-level HR Business Partner or generalist role

Nice To Haves

Master’s degree in human resources, Business, Organizational Development, Organizational Psychology, or related field
SHRM-SCP, SPHR, or other relevant HR certification
Strong understanding of core HR functions, including performance management, employee relations, organizational development, and compliance
Proven ability to analyze workforce data and translate insights into strategic, action-oriented recommendations
Experience coaching leaders and managing through change
Experience supporting organizational transformations or cultural initiatives
Strong business acumen and ability to connect HR strategies to broader business outcomes
Excellent communication, consulting, and interpersonal skills
Demonstrated ability to build trust and credibility with leaders and employees
Experience supporting exempt and non-exempt populations
Proficiency with HRIS systems (preferably Workday) and Microsoft Office (Excel, PowerPoint, Word)
Experience working in a matrixed or highly cross-functional organization
Prior people leadership experience, including coaching and development of direct reports
Advanced Excel skills or experience with workforce reporting tools and dashboards

Responsibilities

Lead a team of HR professionals that serve as a strategic partner to Plant Leadership and line managers by understanding the business objectives, challenges, and opportunities to provide HR guidance and support.
Develop and implement HR strategies, initiatives, and programs that support the organization's goals, ensuring alignment with overall business strategy.
Serve as the primary HR leader for the site, helping to position the plant as an employer of choice within the local community.
Build external partnerships and represent the organization in the local market to support workforce strategies and community engagement.
Provide day-to-day HR support including coaching, policy guidance, and resolution of employee relations matters.
Ensure compliance with employment laws and consistent application of HR practices.
Support a positive employee experience by fostering an inclusive, respectful, and engaging work environment.
Collaborate with hiring managers to identify talent needs, work with Talent Acquisition to attract and select top-tier candidates, and support effective onboarding and integration of new hires.
Partner with local schools, technical programs, and community organizations to build sustainable talent pipelines and promote manufacturing careers.
Lead performance management processes, including goal setting, Quarterly Conversations, and development plans, fostering a high-performance culture and individual growth.
Support career development and employee engagement initiatives, providing coaching and guidance to managers and employees on training and development opportunities.
Chart career paths for each organization, mapping to existing job competencies.
Coach managers at all levels within the function on various HR and leadership related topics or initiatives.
Analyze HR and workforce data to identify trends, risks, and opportunities.
Leverage HR data and analytics to identify trends, translate insights into compelling stories, and provide leaders with actionable recommendations that drive business performance.
Prepare metrics and summaries to support business reviews and HR planning cycles.
Monitor engagement, retention, and hiring trends to proactively address workforce challenges, particularly in a remote site environment.
Coach and develop others.
Model inclusive leadership, continuous learning and accountability.
Lead by example in fostering a high-engagement culture and strong team connection across the site.
Partner with senior leaders to drive organizational effectiveness and change management initiatives, fostering a culture that promotes employee engagement, productivity, and continuous improvement.
Collaborate with the Compensation team and business leaders on compensation strategy and salary planning, ensuring competitive and fair compensation practices.
Proactively pulse employee engagement and actively support an environment of connection, recognition and teamwork.
Support site-specific initiatives that strengthen culture, retention, and workforce stability.
Remain current on industry trends, best practices, regulatory/legal updates, and new HR technologies in talent management and employment law.
Apply this knowledge to advise business leaders on HR policies, practices, and HR resource changes within the organization.
Incorporate external insights and local market dynamics to enhance community engagement and workforce strategies.