Senior Manager Human Resources

For more than 65 years weve turned big ideas into solutions that help protect homes strengthen businesses and build a more resilient efficient sustainable energy future.

Ready to Power a Smarter World with us

The Senior Manager Human Resources serves as a strategic business partner to their assigned business group(s) or functions. This role entails adopting a proactive approach to HR management that surpasses traditional functions and centers on providing strategic value to the business. Collaborates with site leaders to develop and execute site HR strategies. Serves as a strategic contributor comprehending and actively participating in achieving the vision mission goals and outcomes of both the site location and Business Unit. Works in close collaboration with the business group senior leadership team as well as all levels of management to implement administer and manage HR policies and procedures. Primary focus areas include talent acquisition talent management development and retention employee engagement performance management compensation payroll employee communications and employee relations supporting the assigned business group. This role requires strong collaboration with the HR COEs.

Major Responsibilities

Team Leadership

• Designs and directs the work of the team.

• Selects coaches and develops staff setting objectives that align with company strategy to inspire and motivate the team.

• Manages performance-- recognizing achievement providing feedback and administering progressive discipline when necessary.

HR Business Partner

• Serves as a strategic advisor to internal stakeholders providing expert HR guidance to align HR initiatives with business objectives

• Enhances the organizations HR team by planning implementing and evaluating employee relations and HR policies programs and practices.

• Partners with internal groups to strategically coordinate HR programs and processes within a specific business group or core function embodying the companys Leadership Principles

• Provides strategic HR leadership and guidance in support of annual HR and talent programs and processes for assigned business groups with a focus on leadership skill-building to achieve stronger results. Leverages HR Center of Excellence (COE) programs and processes for local activation

• Supports strategic hiring needs by partnering with Finance and senior business leaders to develop an annual hiring plan aligned with initiatives. Collaborates with hiring leaders to support open positions across assigned client groups

• Provide hiring progress updates/reporting to client group leveraging data provided by the HR COEs.

• Supports and guides employee relations matters through to resolution.

• Collaborates with Talent Acquisition to drive employment-branding initiatives to establish Generac as a leader and advocate for the industry. Expands talent acquisition and talent management efforts across Generac. Responsible for managing workforce headcount in support achieves productivity and efficiencies.

• Ensures business group adherence to established policies and procedures mitigating organizational risk.

• Implements standardized programs and policies that drive innovation and employee engagement fostering a high-performance culture

• Ensures legal compliance with all Federal State and local laws and regulations; ensures compliance with company policies and procedures.

Organizational Development and Effectiveness

• Supports the development and implementation of global/standardized HR programs and policies that drive innovation and employee engagement.

Project Work

• Provide project management leadership for projects including schedules executing plans and integrating the activities of cross-functional team members.

• Develop and lead risk and mitigation plans for projects.

• Define and lead contingency option assessments when needed then select and execute mitigation plans.

• Identify evaluate and document lessons-learned during the project and communicate best practices and lessons learned to project team members on future projects.

Minimum Job Requirements

Education

• Bachelors degree in human resources or related field.

Work Experience

• A minimum of 6 years of progressive Human Resources experience

• Minimum of 4 years leading a team of direct reports

Knowledge / Skills / Abilities

• Knowledge and practical application of various HR programs and processes to include Performance Management Talent Review Succession Planning Employee Relations Compensation Planning Employee Engagement Org Design Change Management.

• Demonstrated ability to efficiently multi-task and triage multiple priorities.

• Excellent communication interpersonal and influencing skills.

• Ability to coach employees and leaders across all organizational levels.

• Ability to develop and maintain strong effective business partner relationships built on mutual trust and respect.

• Learning agility with a focus on developing strong business acumen to effectively support the business.

• Ability to leverage available data to provide talent insights and recommendations.

Education

• Masters degree (e.g. MBA MA HR)

Certification / License

• SPHR Certification

Work Experience

• Prior experience with mergers acquisitions and divestitures.

• Prior experience working for a large matrixed global energy organization.

• Prior experience supporting both office and manufacturing employees.

• Workday experience.

Knowledge / Skills / Abilities

• Sense of urgency or strong bias for action with an ability to operate in a fast-paced high-energy environment.

• Demonstrated ability to collaborate closely with established HR COEs in support of business and talent strategic initiatives.

• Ability to effectively collaborate lead and influence across a multitude of functions/teams with a regional or national geographic footprint.

• Demonstrated change agility.

• Project management skills and experience including working knowledge of various project management tools.

Office Environment:

While performing the duties of this job the employee is regularly required to talk and hear; and use hands to manipulate objects or controls. The employee is regularly required to stand and walk. On occasion the incumbent may be required to stoop bend or reach above the shoulders. The employee must occasionally lift up to 25 pounds. Specific conditions of this job are typical of frequent and continuous computer-based work requiring periods of sitting close vision and the ability to adjust focus. Occasional travel.

We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race color religion sex sexual orientation national origin disability status protected veteran status or any other characteristic protected by law.