Sr Mgr Human Resources

Key Responsibilities

• Serve as a trusted advisor and business partner to the EIP Business Unit leadership team, aligning HR strategies with business goals to support growth, productivity, and profitability.
• Partner with BU leaders to drive organizational effectiveness, workforce planning, and change management initiatives.
• Provide HR leadership in support of BU strategy execution, acquisitions, integrations, and continuous improvement initiatives.
• Act as the BU HR liaison to Division and Corporate HR shared services, ensuring seamless alignment and execution of enterprise HR programs.

Talent Management & Organizational Effectiveness

• Lead and execute talent acquisition, workforce planning, succession planning, and leadership development strategies to build a strong and scalable talent pipeline.
• Coach and support leaders in performance management, including goal-setting, performance differentiation, development planning, and corrective action.
• Drive robust succession planning and talent reviews to support leadership continuity and bench strength.
• Champion employee engagement initiatives that reinforce accountability and performance.

HR Operations & Employee Relations

• Provide hands-on leadership in core HR disciplines including:
• Recruiting and onboarding
• Performance management
• Employee relations and investigations
• Compensation planning and wage administration
• Employee development and training
• Ensure consistent application of HR policies, practices, and AMETEK values across all EIP locations.
• Serve as a coach to managers at all levels on employee relations, leadership effectiveness, and organizational issues.

Compliance, Safety & Risk Management

• Ensure compliance with all applicable federal, state, and local employment laws and regulations, including EEO, ADA, FMLA, ERISA, OSHA, DOL, workers’ compensation, and wage/hour requirements.
• Partner with site leadership, Corporate HR, and EHS teams to support employee health, safety, and workers’ compensation programs.
• Oversee accurate HR recordkeeping, audits, and reporting requirements in partnership with shared services.

Analytics, Systems & Continuous Improvement

• Leverage HR metrics and analytics (headcount, turnover, overtime, talent, engagement) to identify trends and recommend data-driven actions.
• Ensure integrity and effective use of HRIS systems and HR data.
• Identify opportunities to improve HR processes, efficiency, and standardization across the BU while maintaining appropriate local flexibility.