Senior human resource manager

Tom Trese Networking LLC; Georgetown (KY); Hybrid; USD 120,000 - 160,000; Full time

Job summary

Tom Trese Networking LLC is seeking a Senior Manager of HR Business Partner to act as a strategic advisor to senior leaders, shaping people strategies that align with business priorities. The role leads HR initiatives across workforce planning, talent management, organizational development and employee relations.

You will partner with leaders to translate business goals into HR programs, provide data-driven insights, guide workforce changes, and foster an inclusive, high-performance culture

Qualifications

• 9+ years progressive HR; 5+ in HR Management.
• Certified Professional HR (PHR), SHRM-CP or SPHR preferred.
• Master’s degree in Human Resources, Business Administration, Organizational Development, or related discipline.
• Experience in large complex or highly regulated organization.
• Demonstrated experience leading HR transformation or enterprise-wide initiatives.
• Understanding HR best practices and current regulations; ability to establish partnerships with leaders to develop and execute long- and short-term HR strategies.
• Strong interpersonal and relationship-building skills; strong written and verbal communication.
• Commitment to professionalism, timelines, accuracy, follow-through and anticipating business needs.
• Strong analytical, problem-solving and project management skills.
• Innovative, future-oriented and open to new thoughts and ideas.
• Willing to challenge the status quo and be a strong influencer.
• Ability to build team morale and promote corporate culture.
• Ability to translate company goals into strategic HR priorities and plans.
• Strong critical thinking and problem-solving skills.

Responsibilities

• Partner with leaders to translate business priorities into people strategies.
• Provide leadership across workforce planning, talent management, organizational development, employee relations, performance management, succession planning, change management and culture.
• Serve as a trusted advisor to leaders on organizational, workforce, and employee matters.
• Translate business strategies and priorities into HR initiatives and solutions.
• Provide data-driven insights and recommendations to improve organizational performance and workforce effectiveness.
• Anticipate emerging workforce trends and proactively develop solutions.
• Lead workforce planning activities, including staffing strategies and organizational structure.
• Identify opportunities and recommend solutions to improve effectiveness, productivity and employee experience.
• Support organizational design restructuring and business transformation initiatives.
• Partner with leaders to build high performing teams and establish clear roles, responsibilities, and accountability.
• Provide guidance on employee relations, policy interpretation, performance issues and workplace concerns.
• Partner with HR specialists to ensure fair and compliant employment practices.
• Help leaders address conflict, performance concerns, attendance issues and other matters.
• Foster a positive workplace culture built on respect, trust, accountability and inclusion.
• Lead, develop and coach HR professionals and HRBP team members.
• Establish clear priorities, expectations, and performance standards for the HR team.
• Promote consistency and continuous improvement in HR processes and practices.

Skills

HR leadership

Stakeholder management

Communication skills

Analytical thinking

Project management

Change management

Team building

Strategic HR

Education

Master’s degree in HR / Business / Organizational Development

Job description

Senior Manager of Human Resources Business Partner

Summary: The Senior Manager, HR Business Partner (HRBP) serves as a strategic advisor to senior leaders and business stakeholders, providing comprehensive human resources leadership that supports business performance, organizational effectiveness, and employee engagement.

What you will do:

• Partner closely with leaders across the organization to understand the business priorities and translate them into effective people strategies.
• Provide leadership across workforce planning, talent management, organizational development, employee relations, performance management, succession planning, change management and culture.
• Serve as a trusted advisor to leaders on organizational, workforce, and employee matters.
• Translate business strategies and operational priorities into HR initiatives and solutions.
• Provide data-driven insights and recommendations to improve organizational performance and workforce effectiveness.
• Anticipate emerging workforce trends and proactively develop solutions.
• Lead workforce planning activities, including staffing strategies, organizational structure, and critical capability requirements.
• Identify organizational opportunities and recommend solutions to improve effectiveness, productivity and employee experience.
• Support organizational design restructuring and business transformation initiatives.
• Partner with leaders to build high performing teams and establish clear roles, responsibilities, and accountability.
• Provide guidance to leaders regarding employee relations matters, policy interpretation, performance issues and workplace concerns.
• Partner with HR specialists and leadership to ensure fair and consistent, and legally compliant employment practices.
• Help leaders address conflict, performance concerns, attendance issues and other matters.
• Foster a positive workplace culture built on respect, trust, accountability and inclusion.
• Lead, develop and coach HR professionals and HRBP team members.
• Establish clear priorities, expectations, and performance standards for the HR team.
• Promote consistency and continuous improvement in HR processes and practices.

What You Need

• 9+ years progressive HR; 5+ in HR Management
• Certified Professional HR (PHR), SHRM- CP or Senior Professional HR (SPHR) preferred.
• Master’s degree in Human Resources, Business Administration, Organizational Development, or a related discipline
• Experience in large complex or highly regulated organization
• Demonstrated experience leading HR transformation or enterprise-wide initiatives.
• Understanding HR best practices and current regulations. Ability to establish strong partnerships with functional and business leaders to develop and execute long and short-term HR strategies that directly support the business.
• Strong interpersonal and relationship-building skills. Strong written and verbal communication skills. Commitment to professionalism timelines accuracy follow-through and anticipating business needs. Strong analytical problem-solving and project management skills. Innovative, future-oriented and open to new thoughts and ideas.
• Willing to challenge the status quo and be a strong influencer.
• Ability to build team morale and promote corporate culture.
• Ability to translate company goals into strategic priorities and plans for HR.
• Strong critical thinking and problem-solving skills