Senior Manager, Human Resources

MRO Corporation•,

17d•$110,000 - $120,000

About The Position

The Senior Manager, Human Resources serves as a strategic partner to leaders across the organization, providing guidance and support on employee relations, performance management, workforce planning, employee engagement, and organizational effectiveness. This role partners closely with leaders to address complex people challenges, strengthen manager capability, and support business objectives. As the senior HR partner for assigned business units and corporate functions, the Senior Manager is expected to operate independently, influence decision-making, and help drive meaningful organizational change.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
7+ years of progressive Human Resources experience with broad exposure across multiple HR disciplines.
Demonstrated experience partnering with senior leaders and influencing decisions at all levels of the organization.
Strong employee relations experience, including investigations, performance management, conflict resolution, and manager coaching.
Experience driving organizational change and helping leaders improve team effectiveness and performance.
Experience supporting workforce planning, talent management, succession planning, and organizational development initiatives.
Working knowledge of employee benefits, leave practices, and other core HR disciplines.
Experience leveraging workforce data, reporting, and HR technology tools to support informed decision-making and business outcomes.
Strong knowledge of employment laws and compliance requirements.
Excellent communication, relationship-building, consulting, and problem-solving skills.
Ability to balance strategic consultation with hands-on execution.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.

Responsibilities

Partner directly with leaders to understand business objectives and translate them into effective people strategies and actionable solutions.
Coach and advise leaders on employee relations matters, performance management, and organizational challenges.
Lead complex employee relations investigations and recommend appropriate resolutions while balancing business objectives, employee experience, and organizational risk.
Facilitate difficult conversations and provide guidance that promotes accountability, consistency, and positive business outcomes.
Partner with leaders to assess organizational challenges and provide guidance on workforce planning, organizational structure, talent assessment, succession planning, and other initiatives that improve team effectiveness and business performance.
Develop manager capability through coaching, mentoring, and practical guidance that strengthens leadership effectiveness and accountability.
Support organizational change initiatives, including team structure reviews, communication planning, and change readiness efforts.
Analyze workforce data, trends, and metrics to identify opportunities and provide recommendations to leaders.
Partner with leaders to improve employee engagement, retention, and overall team performance.
Partner with Talent Acquisition and Compensation to align hiring, retention, workforce planning, and talent strategies with business needs and organizational priorities.
Build strong partnerships with leaders across corporate and operational functions to ensure alignment between people strategies and business priorities.
Collaborate with Talent Acquisition, Compensation, Payroll, and People Operations to ensure alignment across people programs, talent initiatives, and workforce strategies while maintaining consistency across processes and employee experience.
Ensure compliance with company policies and applicable federal, state, and local employment laws.
Support the development and implementation of HR policies, programs, and initiatives that align with organizational priorities.
Maintain a strong understanding of industry trends, HR best practices, and emerging employment practices.