Sr. Manager, Human Resources

EJ•East Jordan, MI

About The Position

The Senior Human Resources Manager serves as a key strategic partner to the Director of Human Resources and trusted advisor to corporate and operational leadership across the Americas region. This role is responsible for developing and executing human resources strategies that support business objectives within a complex, multi-site manufacturing organization. The position balances strategic partnership with operational excellence and supports leaders and HR partners in areas such as employee relations, compliance, organizational effectiveness, and people leadership, providing guidance across corporate and manufacturing operations.

Requirements

Bachelor's degree (B. A.) from four-year college or university in Human Resources, Business Administration, or a related field.
Minimum of 8 – 10 years of progressive human resources experience, including leadership responsibility.
Strong working knowledge of employment law, employee relations, talent management, and HR operations.
Demonstrated ability to influence, partner with, and advise senior leaders across all levels of the organization.
Required experience supporting multi-site operations, including both corporate and manufacturing environments.

Nice To Haves

Master’s degree in Human Resources, Business Administration or related field preferred; however equivalent professional experience and demonstrated leadership capability will be strongly considered.
Active SHRM-SCP strongly preferred.
Global experience is a plus but not required.

Responsibilities

Serve as a strategic extension of the Director of HR, supporting the execution of regional HR strategy and acting on behalf of the Director as appropriate.
Act as a liaison between the Director of HR and operational leadership, ensuring consistent communication, alignment, and follow-through.
Partner with leadership to develop and execute HR strategies aligned with Americas business priorities and organizational goals.
Serve as a strategic advisor on workforce planning, organizational design, succession planning, and change management initiatives.
Translate business strategies into practical HR initiatives that enhance engagement, performance, and retention.
Partner with HR colleagues and business leaders to support talent acquisition, onboarding, development, and retention efforts across corporate and manufacturing functions.
Contribute to and advise on performance management, leadership development, and succession planning initiatives to strengthen leadership capability.
Support organizational development initiatives, including culture, employee engagement, and continuous improvement efforts aligned with business needs.
Provide leadership continuity and guidance during periods of change or transition, supporting alignment between HR strategy and operational execution.
Serve as an escalation point for complex employee relations matters, ensuring fair, consistent, and legally compliant outcomes.
Partner closely with the Director of HR on sensitive employee relations, performance and leadership matters, providing analysis and recommendations.
Champion a respectful, inclusive, and values-driven workplace culture.
Coach leaders and managers on effective people leadership, performance management, and conflict resolution.
Ensure compliance with U.S. federal, state, and local employment laws and align regional HR practices with broader organizational standards as applicable.
Oversee the development, implementation, and maintenance of HR policies, procedures, and governance frameworks.
Support the Director of HR in risk assessment, policy interpretation, and decision making related to people practices.
Partner with Legal, Safety, and Operations to mitigate people-related risk and support audit readiness.
Lead and continuously improve HR operational processes, systems, and reporting to ensure efficiency, accuracy, and scalability.
Utilize HR metrics and workforce data to inform decision-making and provide insights to leadership.
Support HR technology initiatives and process improvement aligned with business needs.
Lead, mentor, and develop HR team members, fostering accountability, professional growth, and high performance.
Promote collaboration across HR functions and business units to deliver consistent, high-quality HR support.
Model strong partnership, communication, and leadership consistent with the Director’s expectations and HR vision.