Manager, Human Resources

Key Responsibilities

• Serve as the day-to-day HR partner for selected business units, working closely with the Regional Vice President, Human Resources to support business and people priorities.
• Provide managers with insight-driven HR guidance and thoughtful coaching to influence decision-making on people, performance, and organizational issues.
• Build trusting, supportive relationships with leaders and employees; proactively identify themes and recommend thoughtful, practical solutions.
• Identify trends and anticipate challenges to strengthen team effectiveness and elevate the overall employee experience.
• Deliver consistent, high-quality HR support while ensuring alignment and cohesion across teams.

Employee Engagement & Programming

• Own and execute employee-engagement programming that strengthens connection, culture, and belonging.
• Translate engagement survey insights into action through leader partnerships and follow-through.
• Support consistent HR communications that reinforce alignment and trust.

Annual HR Programs

• Support execution of annual HR processes: performance reviews, compensation planning, engagement surveys, development planning, and compliance requirements.
• Own timelines, communications, and report preparation for assigned processes.
• Track deliverables for client groups and escalate risks or delays as needed.

Employee Relations & Policy

• Ensure the consistent and fair application of HR policies, practices, and company standards across client groups.
• Manage complex employee relations matters using sound judgment, objective assessment, and strong documentation.
• Provide clear guidance to managers and employees on policies and practices to support fairness, consistency, and compliance.
• Partner with Legal and HR leadership on escalated issues, investigations, and sensitive matters as needed.

HR Operations & Systems

• Lead employee lifecycle transaction management, including promotions, job changes, compensation updates, terminations, and leave-of-absence processes.
• Audit employee data for accuracy and compliance; partner with HR Operations and IT to resolve issues and maintain data integrity.
• Maintain up-to-date organizational charts, headcount reports, and HR analytics to support business insights and operational excellence.

Talent Acquisition Partnership

• Partner with Talent Acquisition on recruitment needs, including intake/kickoff meetings, aligned job postings, and interview support as needed.
• Track staffing activity, approvals, and onboarding needs for assigned client groups.
• Manage temporary staffing needs by partnering with temp staffing agencies and hiring managers.

Talent Development & Program Management

• Partner with the Talent Development team to develop or facilitate small- to medium-scale trainings, workshops, and talent development sessions (e.g., new manager tools, engagement programs, skill-building sessions).
• Support the design or adaptation of HR team programs (e.g. mentorship programs, development series, or culture/inclusion initiatives).
• Analyze engagement insights and partner with the HR team to recommend development solutions for client groups.
• Lead or support HR-driven initiatives such as focus groups, survey analysis, organizational projects, and cross-functional programs.
• Manage timelines, communications, and stakeholder updates for assigned projects/offsites or facilitations.