Sr. Manager, Business HR

Pella Windows & Doors•Pella, IA

17h•Hybrid

About The Position

The Sr. Manager, Business HR is a key member of the Business HR leadership team, responsible for developing and executing the people strategy for Pella Corporate’s Finance, Information Technology, and Legal functions. This role partners closely with executives and senior leaders to align business strategies with human capital strategies, enabling Pella’s Talent Advantage and long-term enterprise objectives. This role serves as a strategic advisor and thought partner, translating business priorities into integrated talent and organization solutions while ensuring consistent application of enterprise HR practices.

Requirements

Bachelor’s degree in human resources, business, or related field (master’s degree preferred).
7+ years of progressive HR experience, including senior-level Business HR / HRBP roles in complex organizations.
Demonstrated experience partnering with executive leaders in corporate functions.
Strong capability in talent management, organizational design, change management, and leadership coaching.
Sound business and financial acumen, using data and insights to assess organizational health, identify gaps, develop plans, and improve outcomes.
Demonstrated executive presence and the ability to influence, challenge, and coach senior leaders on complex people and organizational issues.
Strong judgment and discretion in navigating sensitive business, talent, and organizational matters.
Passion for developing leaders and building organizational capability.

Responsibilities

Serve as the primary HR business partner to senior leaders within Finance, IT, and Legal, providing strategic counsel on organization, talent, performance, and leadership.
Translate functional and enterprise strategies into people plans that drive capability, performance, and engagement outcomes.
Leverage strong business, financial, and organizational acumen to inform workforce decisions and recommendations.
Lead talent management efforts including workforce planning, succession planning, performance management, and development for supported functions.
Partner with Communities of Expertise (COEs) and HR Services to deliver integrated, scalable solutions.
Assess organizational health, team effectiveness, and operating model needs; recommend and implement design, capability, and change solutions aligned to business priorities.
Anticipate future workforce and capability needs, helping leaders prepare for business transformation, evolving skill requirements, and changing organizational demands.
Actively contribute to the Business HR leadership team, influencing enterprise direction, consistency, and capability.
Mentor and develop Business HR team members as appropriate; serve as a role model for consultative HR leadership.
Use data, analytics, and insights to evaluate outcomes and continuously improve HR impact.