Senior Manager, People

Barry-Wehmiller • Stow, OH

6d • Hybrid

About The Position

The Senior Leader, People plays a critical role in ensuring People priorities are effectively applied and sustained across teams and locations, reinforcing performance, leadership effectiveness, and organizational capability. Leads the execution of People strategies across functional areas or geographic regions engaging in workforce planning, talent practices, leadership capability, and organizational effectiveness to ensure consistent application and alignment with business needs. Also responsible to oversee execution on team member life-cycle activities, compliance, and core workflows for consistent application, accuracy, and alignment with policies and legal requirements. Serves as a trusted advisor and partner to leaders, works across teams and locations to identify patterns, risks, and opportunities, ensuring alignment between People priorities and how work is executed day to day. Strengthens organizational performance by influencing leadership decisions, shaping team effectiveness, and driving improvements in how People practices are applied in practice.

Requirements

• 8–12+ years of experience in HR, with significant experience in business partnering
• Experience supporting leaders in multi-functional/site organizations
• Experience in organizational effectiveness, talent management, and workforce planning
• Demonstrated ability to influence leaders and drive change without direct authority
• Strong coaching, problem-solving, and decision-making skills
• Experience managing complex employee relations situations
• Ability to operate effectively in a matrixed organization
• Flexibility to take on evolving responsibilities in response to strategic priorities and business needs
• Bachelor’s degree in HR, Business, or related field, or equivalent experience

Responsibilities

• Ensure consistent and effective use of performance management practices across the business.
• Guide leaders through performance-related decisions, including complex or sensitive situations.
• Drive consistency and accountability in performance outcomes across teams and locations.
• Reinforce clarity in expectations, feedback, and accountability.
• Support leaders in improving team and individual performance.
• Ensure consistent application of enterprise talent practices including development, succession planning, and retention.
• Strengthen leadership capability through coaching, feedback, and development planning.
• Hold leaders accountable for talent outcomes, including development, retention, and succession readiness.
• Assist in identifying and addressing talent gaps and risks
• Partner with leaders to understand business priorities, workforce needs, and operational challenges.
• Translate enterprise People strategies into clear actions, expectations, and guidance for leaders.
• Provide practical guidance on organizational effectiveness, leadership approach, and team performance.
• Challenge and influence leaders to improve leadership effectiveness, team outcomes, and overall organizational performance.
• Ensure People priorities are consistently applied across functions, teams, and locations.
• Reinforce a consistent approach to employee relations across the business.
• Provide guidance on complex, high-risk, or escalated employee situations.
• Ensure decisions are fair, consistent, and aligned with company policies and values.
• Partner with People Operations to ensure appropriate execution and resolution of cases.
• Support leaders through organizational changes, transitions, and evolving business priorities.
• Provide guidance to ensure changes are implemented clearly, consistently, and effectively.
• Reinforce communication, alignment, and stability during periods of change.
• Ensure People considerations are reflected in business decisions and operating approaches.
• Ensure consistency between intended practices and actual team member experience.
• Provide feedback to improve programs, processes, and support based on business realities.
• Drive alignment across People functions to strengthen overall effectiveness.
• Identify patterns, trends, and risks across teams and locations, including leadership effectiveness, performance, engagement, and retention.
• Translate insights into clear actions and direction for leaders to improve team effectiveness and outcomes.
• Act as a feedback loop to strengthen how People strategies are applied and sustained over time.

What This Job Offers

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