Senior Manager, Human Resources

QXO is a leading distributor and installer of building products serving an $800 billion market. The company’s mission is to modernize the building products industry through advanced technology and a best-in-class customer experience. QXO is North America’s largest distributor and installer of insulation, the second-largest distributor of roofing products, the second-largest publicly traded distributor of lumber and building materials, and the largest distributor of waterproofing products. The company is targeting $50 billion in annual revenue within the decade through accretive acquisitions and organic growth. For more information, visit QXO.com. What You'll Do As a Senior Manager, Human Resources at QXO, you’ll serve as a senior HR partner to business leadership, developing and executing people strategies that support organizational performance, employee engagement, and business growth. You’ll provide leadership across employee relations, talent management, organizational effectiveness, workforce planning, and change while ensuring HR programs and practices are effectively implemented across assigned business areas. You’ll also lead and develop HR professionals, provide guidance on complex employee and organizational matters, and partner with HR Centers of Excellence to deliver scalable people solutions. Strategic HR Partnership Serve as a senior HR advisor to business and functional leadersDevelop and execute HR strategies aligned with business priorities and organizational objectivesBuild strong relationships with leaders to understand operational, organizational, and talent needsTranslate business strategies into actionable workforce and people plansProvide guidance regarding organizational structure, workforce planning, talent, and employee mattersIdentify workforce risks and opportunities and develop appropriate recommendationsUse business and people insights to influence leadership decisionsEnsure HR strategies effectively support both short- and long-term business requirements Employee Relations and Risk Management Provide leadership and guidance on complex employee relations mattersOversee or conduct significant workplace investigationsAdvise leaders regarding performance management, corrective action, employee conduct, and workplace concernsPartner with Legal and other stakeholders regarding sensitive or higher-risk employee mattersEnsure employee issues are addressed consistently and according to company policiesIdentify employee-relations trends and develop proactive solutionsMaintain appropriate documentation and confidentiality Talent and Organizational Effectiveness Lead talent-management and succession-planning activities across assigned business areasPartner with leaders to identify critical roles, talent gaps, and development prioritiesSupport organizational design and restructuring initiativesLead performance-management and talent-review processesDevelop strategies to strengthen employee engagement, retention, and leadership capabilityPartner with Learning and Development regarding leadership and employee-development programsSupport change-management initiatives associated with organizational transformationCoach leaders on building high-performing and accountable teams Workforce Planning and Talent Acquisition Partner with leadership and Talent Acquisition to develop workforce plansEvaluate current and future talent requirements based on business strategyIdentify organizational capability gaps and recommend appropriate solutionsSupport strategic hiring and talent decisionsMonitor turnover, staffing, and workforce trendsPartner with Compensation on organizational levels, job structures, and compensation considerationsSupport succession planning and internal mobility initiatives HR Program Execution Partner with Compensation, Benefits, Talent Acquisition, Learning and Development, HR Operations, and other HR teamsEnsure enterprise HR programs are effectively implemented within assigned business areasProvide business insight to inform development and improvement of HR programsLead significant HR projects and initiativesSupport annual compensation, performance, engagement, and talent processesEnsure leaders and employees receive clear communication regarding HR programs and changes People Analytics Analyze workforce metrics, trends, and organizational data to identify risks and opportunitiesMonitor headcount, turnover, retention, engagement, talent, and other key people metricsDevelop insights and recommendations based on workforce dataProvide leadership with clear visibility into organizational health and workforce trendsEstablish and monitor HR-related action plans and outcomesUse data to measure effectiveness of HR programs and people strategies HR Team Leadership Lead, coach, and develop HR Managers, Associate Managers, Associates, or other assigned HR professionalsEstablish clear priorities and performance expectationsBuild HR capabilities through coaching, training, and career developmentPromote cross-training and knowledge sharingConduct performance evaluations and support succession planning within the HR teamFoster a collaborative, responsive, business-focused, and high-performing HR organization Compliance and Governance Ensure HR practices align with company policies and applicable employment requirementsMaintain awareness of changes in employment law and workforce regulationsPartner with Legal and HR leadership to manage employment riskEnsure appropriate documentation and HR controls are maintainedSupport HR audits and compliance activitiesPromote consistent and equitable application of HR policies and practices Transformation and Continuous Improvement Identify opportunities to improve HR processes, employee experience, and organizational effectivenessLead HR process and service improvementsSupport HR technology implementations and enhancementsDevelop scalable HR practices that support organizational growthProvide HR leadership for acquisitions, integrations, reorganizations, and other significant business changesSupport integration of employees, policies, processes, and organizational structures as applicableLead additional strategic HR initiatives and projects as assigned What You'll Bring Broad and deep Human Resources expertiseProven experience serving as a strategic HR partner to business leadersStrong employee-relations and employment-risk management capabilitiesDemonstrated people leadership and employee-development skillsStrong talent-management, organizational-development, and workforce-planning expertiseExcellent business acumen and ability to understand operational prioritiesStrong judgment and ability to navigate complex and sensitive employee mattersExcellent executive communication, coaching, and influencing skillsAbility to build credibility and relationships across organizational levelsStrong analytical capabilities and ability to use workforce data to drive decisionsStrong organizational, project-management, and change-management skillsAbility to operate effectively within a large, complex, and rapidly evolving organizationHigh level of discretion, integrity, and confidentiality Preferred Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field required8+ years of progressive Human Resources experience preferred3+ years of HR leadership or people-management experience preferredSignificant HR Business Partner or HR Generalist leadership experienceDemonstrated experience managing complex employee-relations mattersExperience with talent management, succession planning, organizational design, and workforce planningExperience partnering with senior business leadersExperience within a large, multi-location, distribution, manufacturing, construction, or similarly complex organization preferredM&A, organizational integration, or significant change-management experience is a plusStrong HRIS and people-analytics experienceSHRM-SCP, SPHR, or other advanced HR certification preferred Work Environment and Requirements Work is performed across corporate, office, branch, distribution, and operational environments depending on assigned business areasFrequent interaction with senior leaders, managers, employees, and HR partnersRegular computer, analytical, presentation, and collaborative workAbility to maintain confidentiality of highly sensitive employee and business informationTravel to company locations may be requiredRequired PPE must be worn when entering designated operational environmentsExtended hours may occasionally be required to support significant employee matters, acquisitions, integrations, reorganizations, or other business priorities What you'll earn 401(k) with employer match Medical, dental, and vision insurance PTO, company holidays, and parental leave Paid training and certifications Legal assistance and identity protection Pet insurance Employee assistance program (EAP) QXO is an Equal Opportunity Employer. We value diversity and do not discriminate on the basis of race, color, religion, gender or sexual orientation, national origin, age, disability, or any other protected status.