carriernoam.workgr8.com
Senior Manager, Human Resources Business Partner
- Compensation
- Not disclosed
- Location
- Not listed
- Work setup
- Onsite
- Seniority
- Senior
- Employment
- Not specified
- Experience
- 5+ years
- Category
- Hr
- Posted
Skills
Must have
- Bachelor’s degree
- 5+ years’ experience of progressive HR experience in manufacturing, distribution or consumer goods
Nice to have
- Master’s degree
- Manufacturing Human Resources experience, including factory support.
- Demonstrated success coaching and partnering with leaders to deliver talent outcomes
- Aptitude, agility and aspiration, including future mobility to learn quickly, problem solve and advance to HR roles of greater scope, with demonstrated success.
- Experience delivering results both directly and through influence in a highly matrix environment with multiple stakeholders
- Strong leadership presence with ability to influence and coach senior leaders
- Deep understanding of HR strategy, workforce planning, and change management
- High level of integrity, discretion, and emotional intelligence
- Proficiency in HR systems (Workday, SAP, or similar) and data-driven decision-making
Full description
Senior Manager, Human Resources Business Partner (HRBP) is a trusted advisor to the Climate Solutions Transportation (CST) North America Operations leadership team, aligning HR strategies with business objectives.
The Senior Manager, HRBP is responsible for driving initiatives related to talent development, organizational design, workforce planning, employee engagement, and leadership coaching. The role develops and executes a people strategy that enables operational excellence and cultural transformation within the manufacturing site.
The position is onsite at our Athens, GA facility.Role ResponsibilitiesHR Strategy & Organizational Design
- Define and lead the plant's HR strategy in alignment with broader business objectives.
- Partner with plant leadership to assess and optimize the organizational structure, roles, and capabilities to drive performance and adaptability.
- Use workforce data and analytics to anticipate organizational needs, drive headcount planning, and support continuous improvement.
- Promote a culture of accountability, high performance, and employee engagement.
Talent & Workforce Planning
- Lead talent management efforts, including succession planning, leadership development, and critical capability building.
- Collaborate with business leaders to proactively plan for talent needs, ensuring the plant is staffed with the right skills for future success.
- Support execution of plant-level training and development programs, in partnership with L&D.
Culture, Engagement & Change Leadership
- Lead culture and engagement initiatives, driving actions from employee feedback and fostering a positive, inclusive environment.
- Guide change management efforts to support organizational transformation and continuous improvement.
- Champion diversity, equity, and inclusion at all levels of the plant.
Performance & Total Rewards Guidance
- Oversee performance management processes and support calibration, coaching, and development planning across departments.
- Partner with Compensation and Total Rewards teams to ensure competitive and equitable pay practices are upheld.
- Support leaders in recognition and retention strategies.
HR Operations & Compliance
- Ensure effective execution of core HR processes (e.g., onboarding, policy deployment, HRIS data accuracy).
- Monitor and ensure compliance with employment laws, company policies, and safety regulations.