Sr. Human Resources Manager

Ascend Performance Materials•Alvin, TX

3d•Onsite

About The Position

The Sr. Human Resources Business Partner serves as the strategic HR leader for the Alvin, Texas manufacturing site and a key member of both the Site Leadership Team and Operations HR Leadership Team. Supporting a large, complex manufacturing operation with approximately 400 employees and 200 contractors, this role partners closely with operations leadership to strengthen workforce capability, leadership effectiveness, accountability, and organizational performance.

Requirements

Bachelor’s degree in human resources, business administration, organizational development, or related field; master’s degree preferred.
Minimum 10 years of progressive HR leadership experience supporting manufacturing, industrial, or chemical operations.
Experience leading workforce planning, talent management, organizational design, and change initiatives in complex organizations.
Proven ability to influence and coach senior leaders in a matrixed environment.
Experience supporting workforce transformations, restructuring efforts, or significant business change.
Strong business and operational acumen with the ability to align people strategies to organizational priorities.
Strong leadership, coaching, and employee relations capabilities, including conflict resolution and performance management.
Excellent communication, facilitation, influencing, and relationship-building skills.
Strong analytical and problem-solving skills with the ability to leverage workforce data and insights to support decision-making.
Demonstrated ability to manage highly confidential and sensitive employee, organizational, and business matters with discretion, professionalism, credibility, and sound judgment.
Ability to effectively navigate ambiguity, organizational change, and competing priorities in a dynamic environment.

Nice To Haves

Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP)
Lean/Six Sigma experience

Responsibilities

Serve as a trusted advisor and member of the Site Leadership Team, aligning people strategies with business and operational priorities.
Drive workforce planning, organizational design, succession planning, and leadership effectiveness initiatives.
Embed accountability, ownership, and performance expectations into leadership practices and operating rhythms.
Maintain strong visibility across the site to build credibility and strengthen employee and leadership engagement.
Lead workforce stabilization strategies, including retention planning, labor market actions, staffing strategies, and critical role recruiting.
Lead performance and talent management processes that reinforce accountability, measurable outcomes, leadership effectiveness, and continuous feedback.
Partner with leaders to build high-performing teams and strengthen leadership pipelines and organizational capability.
Coach and challenge leaders to improve leadership effectiveness, accountability, team performance, and employee engagement.
Support employee development and career growth initiatives aligned with operational and business needs.
Lead HR support for organizational transformation, restructuring, and workforce change initiatives.
Apply structured change management practices that improve adoption, alignment, and organizational effectiveness.
Partner with leaders to communicate business priorities, organizational changes, and leadership expectations through clear and consistent messaging.
Reinforce Ascend leadership behaviors, accountability expectations, and cultural priorities through leadership routines, communication practices, and people processes.
Develop and leverage employee feedback mechanisms, including engagement surveys, focus groups, skip-level discussions, and other forums to identify workforce risks and improvement opportunities.
Provide guidance on HR policies, practices, and employee relations matters.
Conduct investigations and resolve employee relations issues in a fair, objective, and professional manner.
Establish disciplined HR operating processes, workforce metrics, and organizational effectiveness measures that improve execution and decision-making.
Drive continuous improvement, simplification, and digitization of HR processes and systems.
Lead, develop, and mentor the site HR team.
Foster strong collaboration across site and central HR teams.
Build organizational capability within the HR team through coaching, development, and succession planning.