People Development Team - Senior Manager

Glovis•Irvine, CA

4d•Onsite

About The Position

The Senior Manager, People Development serves as the strategic leader responsible for designing, implementing, and continuously improving the organization's talent and people programs across Headquarters and in partnership with field HR leadership. This role provides leadership and oversight for Talent Acquisition, Talent Management, Organizational Development, Employee Relations, Leadership Development, Performance Management, Succession Planning, and HR Compliance initiatives. The position plays a critical role in aligning people strategies with business objectives, strengthening organizational capability, ensuring compliance with federal, state, and local employment laws, and developing scalable talent systems that support organizational growth. Particular emphasis will be placed on California employment compliance, leadership development, workforce planning, succession management, and fostering a high-performance culture. The Senior Manager, People Development partners closely with executive leadership, business leaders, and HR stakeholders to drive talent outcomes, organizational effectiveness, employee engagement, and risk mitigation across the enterprise.

Requirements

Bachelors Required
7 - 10 years of direct experience in Human Resources
1 - 3 years supervisory experience
Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment, selection, training, labor relations and negotiation, and personnel information systems
Administration and Management — Knowledge of principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources
English Language — Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar
Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one
Speaking — Talking to others to convey information effectively
Strong attention to detail with a high degree of accuracy, professional skepticism, and commitment to delivering high-quality work products
Deductive Reasoning — The ability to apply general rules to specific problems to produce answers that make sense

Responsibilities

Leading the organization's talent management, talent acquisition, organizational development, employee relations, and HR compliance functions.
Developing and executing enterprise-wide talent strategies that support business objectives, workforce planning, succession planning, leadership development, and organizational effectiveness.
Overseeing the design, implementation, and continuous improvement of performance management programs, talent review processes, employee development initiatives, and leadership development frameworks.
Partnering closely with executive leadership and business leaders to identify critical talent needs, strengthen organizational capability, and develop succession pipelines for key roles.
Providing strategic oversight of talent acquisition activities, including workforce planning, recruitment strategy, talent attraction initiatives, and recruiting operations.
Ensuring recruiting processes are effective, compliant, and aligned with organizational goals while establishing performance metrics and continuous improvement initiatives that enhance hiring outcomes.
Serving as the primary leader for employee relations and HR compliance matters, providing guidance and support on complex workplace investigations, performance management, corrective action, workplace conduct concerns, and employment-related risk mitigation.
Ensuring compliance with California employment laws and regulations, as well as applicable federal, state, and local employment requirements.
Developing and administering compliance programs, conducting risk assessments, supporting audits, and partnering with Legal and business leadership to proactively address organizational risks.
Leading the development, implementation, communication, and ongoing maintenance of HR policies, procedures, guidelines, and governance frameworks.
Ensuring policies remain compliant, operationally effective, and aligned with evolving business needs while establishing standardized HR practices that promote consistency, accountability, and operational excellence across the organization.
Other duties as assigned.