HR Project Leader

Ultipro; United States; Remote; USD 108,000 - 185,000; Full time

Job summary

Baltimore Air Coil is seeking an Human Resources Project Leader to drive people readiness for expansion initiatives. Working with the Product Owner and HR stakeholders, you will ensure the organization has the talent, leaders, and systems prepared for successful implementation and lasting impact.

This highly visible role demands strong HR expertise, executive communication, and cross-functional influence across regions and functions.

Qualifications

• Minimum of 10 years of progressive Human Resources experience, including ownership of large-scale organizational, operational, or transformation initiatives.
• Minimum of 5 years of HR manufacturing experience, preferably in plant/factory based.
• Bachelor's degree in human resources, Business, Organizational Development, or related field required; advanced degree or relevant professional certification preferred. Will consider additional experience in lieu of degree.
• Demonstrated experience developing and executing integrated people strategies across workforce planning, organizational design, talent acquisition, compensation, HRIS, employee relations, onboarding, learning, and engagement.
• Strong project and change leadership skills, with the ability to translate strategy into clear plans, milestones, ownership, and measurable outcomes.
• Experience supporting organizational start-ups, expansions, transformations, integrations, or other large-scale workforce changes strongly preferred.
• Working knowledge of employment practices and the ability to partner effectively with regional HR, Legal, Total Rewards, HRIS, Talent Acquisition, Communications, and Learning resources.
• Ability to influence senior leaders, facilitate decisions, resolve ambiguity, manage competing priorities, and drive accountability without direct authority.
• Excellent written, verbal, facilitation, and executive communication skills, with the ability to tailor messages for different audiences.
• Strong analytical and problem-solving capability, including the use of workforce data to identify risks, evaluate options, and guide decisions.
• Experience working across regions and cultures in a global organization preferred.
• Demonstrated discretion in handling confidential and sensitive employee and business information.

Responsibilities

• Own the overall people readiness plan aligned with the Product Owner’s organizational design, businessobjectives, implementation timeline, and operating model.
• Assess workforce risks, talent constraints, and organizational readiness gaps, developing mitigation plans to support project success.
• Develop and execute the workforce plan, including organizational structure, headcount requirements, ramp timing, location strategy, critical capabilities, and resource needs.
• Lead compensation and job architecture activities, including role definition, job leveling, career framework alignment, and compensation considerations in partnership with theappropriate subjectmatter experts within BAC.
• Coordinate HR Systems requirements and readiness, including organizational data, position structures, employee records, reporting needs, and system dependencies partnering with the key stakeholders and internal resources.
• Develop the recruiting strategy in partnership with Talent Acquisition, including demand planning, talent profiles, sourcing approach, selection process, hiring priorities, and onboarding timing.
• Partner with business leadership on leadership selection and broader talent decisions toestablishthe structure and capabilitiesrequiredfor success.
• Lead workforce communications and change activities, ensuring employees and leaders receive clear,timely, and consistent information throughout the project.
• Ensure employee relations requirements, employment policies, and local practices are identified, evaluated, and addressed in partnership with HR and Legal resources.
• Coordinate benefits and onboarding readiness to support a consistent, compliant, and positive employee experience.
• Establish the training strategy, skills matrix, qualification requirements, and certification approach needed to prepare employees for their roles.
• Define culture and engagement programs that reinforce the desired ways of working and support organizational effectiveness during transition.
• Create and manage the integrated HR project plan, including milestones, decisions, interdependencies, risks, issue resolution, and progress reporting.
• Build the capability of the assigned HR Leader and team through knowledge transfer, coaching, tools, and structured transition planning.
• Measure people-readiness progress and outcomes, using data and stakeholder feedback to identify gaps and adjust plans.

Skills

People leadership

HR transformation

Executive communication

Project management

Change management

Workforce planning

HRIS knowledge

Talent acquisition

Organizational design

Education

Bachelor's degree in HR, Business, Organizational Development

Advanced degree or relevant professional certification

Tools

HRIS

Job description

The Human Resources Project Leader is responsible for leading the people readiness strategy and execution for major business initiatives aligned to expansion. Working in close partnership with the Product Owner, business leaders, and Human Resources stakeholders, this role ensures the organization is prepared with the talent, leadership, capabilities, systems, and employee experience required for successful implementation and long-term sustainability.

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PRINCIPAL ACCOUNTABILITIES

• Own the overallpeoplereadiness plan aligned with the Product Owner’s organizational design, businessobjectives, implementation timeline, and operating model.


• Assess workforce risks, talent constraints, and organizational readiness gaps, developing mitigation plans to support project success.


• Develop and execute the workforce plan, including organizational structure, headcount requirements, ramp timing, location strategy, critical capabilities, and resource needs.


• Lead compensation and job architecture activities, including role definition, job leveling, career framework alignment, and compensation considerations in partnership with theappropriate subjectmatter experts within BAC.


• Coordinate HR Systems requirements and readiness, including organizational data, position structures, employee records, reporting needs, and system dependencies partnering with the key stakeholders and internal resources.


• Develop the recruiting strategy in partnership with Talent Acquisition, including demand planning, talent profiles, sourcing approach, selection process, hiring priorities, and onboarding timing.


• Partner with business leadership on leadership selection and broader talent decisions toestablishthe structure and capabilitiesrequiredfor success.


• Lead workforce communications and change activities, ensuring employees and leaders receive clear,timely, and consistent information throughout the project.


• Ensure employee relations requirements, employment policies, and local practices are identified, evaluated, and addressed in partnership with HR and Legal resources.


• Coordinate benefits and onboarding readiness to support a consistent, compliant, and positive employee experience.


• Establish the training strategy, skills matrix, qualification requirements, and certification approach needed to prepare employees for their roles.


• Define culture and engagement programs that reinforce the desired ways of working and support organizational effectiveness during transition.


• Create and manage the integrated HR project plan, including milestones, decisions, interdependencies, risks, issue resolution, and progress reporting.


• Build the capability of the assigned HR Leader and team through knowledge transfer, coaching, tools, and structured transition planning.


• Measure people-readiness progress and outcomes, using data and stakeholder feedback to identify gaps and adjust plans.

NATURE AND SCOPE

This is a highly visible project leadership role requiring broad HRexpertise, strong business judgment, and the ability to lead through influence in a complex, cross-functional environment. The position works across business, functional, and geographic boundaries and must integrate multiple HR disciplines into one cohesive people-readiness strategy.

The roleoperateswith a high degree of independence and is accountable foranticipatingworkforce implications, clarifying ownership, escalating risks, andmaintainingmomentum against project commitments. Success requires balancing strategic thinking with disciplined execution while navigating evolving business priorities, regional requirements, and organizational complexity.

REQUIRED KNOWLEDGE & SKILLS

• Minimum of 10 years of progressive Human Resources experience, including ownership of large-scale organizational, operational, or transformation initiatives.


• Minimum of 5 years of HR manufacturing experience, preferably in plant/factory based.


• Bachelor's degree in human resources, Business, Organizational Development, or related field required; advanced degree or relevant professional certification preferred. Will consider additional experience in lieu of degree.


• Demonstrated experience developing and executing integrated people strategies across workforce planning, organizational design, talent acquisition, compensation, HRIS, employee relations, onboarding, learning, and engagement.


• Strong project and change leadership skills, with the ability to translate strategy into clear plans, milestones, ownership, and measurable outcomes.


• Experience supporting organizational start-ups, expansions, transformations, integrations, or other large-scale workforce changes strongly preferred.


• Working knowledge of employment practices and the ability to partner effectively with regional HR, Legal, Total Rewards, HRIS, Talent Acquisition, Communications, and Learning resources.


• Ability to influence senior leaders, facilitate decisions, resolve ambiguity, manage competing priorities, and drive accountability without direct authority.


• Excellent written, verbal, facilitation, and executive communication skills, with the ability to tailor messages for different audiences.


• Strong analytical and problem-solving capability, including the use of workforce data to identify risks, evaluate options, and guide decisions.


• Experience working across regions and cultures in a global organization preferred.


• Demonstrated discretion in handling confidential and sensitive employee and business information.

WORKING CONDITIONS:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. This role will entail significant domestic travel (up to 75% depending on location of applicant) and possible international travel may be required based on project activity and business needs.

BAC Hiring Compensation Range: $108200-$185200

BAC offers a comprehensive benefits package to include medical, dental, vision, paid time off, 401k, employee stock ownership plan, and more. Please see additional details on the BAC website at www.Baltimoreaircoil.com.

BAC Employees are eligible to participate in an annual bonus incentive program.

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor.