Program Manager, Human Resources

Mitsubishi Electric US, Inc.; Mason (OH); On-site; USD 86,000 - 118,000; Full time

Benefits offered by this job

401(k) eligibility

Paid time off

Medical benefits

Job summary

Mitsubishi Electric US, Inc. is seeking a senior HR leader to oversee enterprise HR programs across the organization.

You will partner with senior leadership to drive organizational effectiveness, employee experience, and compliance, while managing large-scale HR projects and continuous improvement efforts. The role requires five+ years of HR leadership, strong knowledge of employment laws, and excellent communication skills to influence across multiple stakeholders.

Qualifications

• Bachelor’s degree in human resources, business administration, or related field (or equivalent experience) required
• Minimum of five years of Human Resources experience, including leading HR programs, projects, or initiatives; manufacturing or similar industry experience preferred
• Strong knowledge of employment laws and HR best practices
• Demonstrated ability to lead and execute complex programs across multiple stakeholders
• Strong business acumen and ability to align HR initiatives with organizational strategy
• Excellent verbal, written, and cross-cultural communication skills
• Advanced analytical and problem-solving skills
• Strong organizational skills and attention to detail
• Ability to handle sensitive and confidential information with discretion
• Proven ability to influence, coach, and partner with leadership without direct authority
• Proficient in Microsoft Office Suite or similar systems
• Working knowledge of HRIS systems and reporting/analytics tools

Responsibilities

• Leads development, execution, and governance of enterprise HR programs and initiatives
• Partners with leadership to drive organizational effectiveness, employee experience, and compliance
• Leads associate relations matters including investigations and policy interpretation
• Serves as leadership for key HR initiatives with governance structures
• Drives change management strategies
• Ensures compliance with employment laws and regulations and mitigates risk
• Develops and monitors HR metrics and dashboards
• Establishes standardized HR processes, tools, and documentation
• Leads end-to-end design and improvement of HR programs across functions
• Leads employee engagement strategies and culture initiatives
• Supports HR budgeting, forecasting, and labor cost analysis
• Manages HR-related vendors and external partners
• Other duties as assigned

Skills

HR leadership

Project management

Employment law

HR analytics

Stakeholder management

Education

Bachelor’s degree in HR or related field

Tools

HRIS

Microsoft Office

Job description

Current job opportunities are posted here as they become available.

Leads the development, execution, and governance of enterprise Human Resources programs and initiatives that align with business strategy. Partners with leadership to drive organizational effectiveness, employee experience, and compliance, while managing large-scale HR projects and continuous improvement efforts .

Partners with senior leadership and cross-functional stakeholders to align HR programs with business objectives, workforce planning, and organizational development needs.

Leads associate relations matters, including investigations, corrective actions, accommodations, and policy interpretation, ensuring consistency and alignment with company practices.

Serves as leadership for key HR initiatives, establishing project plans, milestones, success metrics, and governance structures.

Drives change management strategies.

Ensures compliance with all applicable employment laws and regulations (e.g., EEO, FLSA, ADA, FMLA), proactively identifying risks and partnering with legal and leadership to mitigate exposure.

Develops and monitors HR metrics and dashboards (e.g., headcount, turnover, engagement, labor costs).

Establishes standardized HR processes, tools, and documentation to improve efficiency and consistency across the organization.

Leads end-to-end design, implementation, and continuous improvement of HR programs across associate relations, talent acquisition, onboarding, training, performance management, and engagement initiatives.

Leads employee engagement strategies, recognition programs, and culture initiatives to enhance associate experience and retention.

Supports HR budgeting, forecasting, and labor cost analysis; contributes to strategic planning and prioritization of HR initiatives.

Manages HR-related vendors, systems, or external partners as needed.

Other duties as assigned.

Educations and Experience:

Bachelor’s degree in human resources, Business Administration, or related field (or equivalent experience) required

Minimum of five years of Human Resources experience, including experience leading HR programs, projects, or initiatives; manufacturing or similar industry experience preferred

Strong knowledge of employment laws and HR best practices

Demonstrated ability to lead and execute complex programs or projects across multiple stakeholders

Strong business acumen and ability to align HR initiatives with organizational strategy

Excellent verbal, written, and cross-cultural communication skills

Advanced analytical and problem-solving skills

Strong organizational skills and attention to detail

Ability to handle sensitive and confidential information with discretion

Proven ability to influence, coach, and partner with leadership without direct authority

Proficient in Microsoft Office Suite or similar systems

Working knowledge of HRIS systems and reporting/analytics tools required

The pay range for this position at commencement of employment is expected to be between $85,600/yr and $117,700/yr; however, base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. The total compensation package for this position may also include other elements, including commissions based on achieving individual performance and/or sales metrics, incentive compensation and discretionary awards in addition to a full range of medical, financial, and/or other benefits (including 401(k) eligibility and various paid time off benefits, such as vacation, sick time, and parental leave), dependent on the position offered. Details of participation in these additional compensation and benefit plans will be provided if an employee receives an offer of employment.

If hired, employee will be in an “at-will position” and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors.

In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification document form upon hire.

We are an equal employment opportunity employer. All employment decisions are made without regard to race, color, religion, sex, pregnancy, breastfeeding or related medical condition, national origin, ancestry, citizenship, age, marital status, sexual orientation, gender identity, gender expression, domestic partnership, physical disability, mental disability, medical condition, genetic characteristic or information, military or veteran status or other legally protected status (except when one of these criteria is a legally permissible bona- fide occupational qualification).

The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the Company, or (c) consistent with the Company’s legal duty to furnish information.

To view the EEO is The Law Poster and the supplement, please visit www.dol.gov/sites/dolgov/files/ofccp/regs/compliance/posters/pdf/OFCCP_EEO_Supplement_Final_JRF_QA_508c.pdf

To view the Notice to Job Applicants and Employees regarding San Francisco's Fair Chance Ordinance and the Know Your Rights poster please visit www.sfgov.org/olse/sites/default/files/FCO%20poster2020_0.pdf

Applicants with a disability who need assistance with the application process may contact Human Resources by email at [e-mail] or by calling 714.229.3813.