Senior Manager Human Resources

Generac; Beaver Dam (WI); On-site; USD 120,000 - 170,000; Full time

Job summary

Generac in Wisconsin seeks a Senior Manager of Human Resources to act as a strategic business partner for assigned groups, shaping site HR strategies and collaborating with site leaders and the Business Unit to achieve goals.

You will lead HR programs in talent acquisition, development, engagement, performance, compensation, and employee relations, partnering with HR COEs and Finance to drive workforce planning and organizational effectiveness at scale.

Qualifications

• 6+ years of progressive HR experience.
• Minimum of 4 years leading a team of direct reports.
• Bachelor’s degree in human resources or related field.
• SPHR certification preferred.
• Experience in a large, matrixed, global energy organization (preferred).

Responsibilities

• Designs and directs the work of the HR team, aligning objectives with company strategy.
• Partners with internal stakeholders to align HR initiatives with business objectives.
• Provides strategic HR leadership for talent programs and processes for assigned groups.
• Supports hiring plans and reports progress to client groups.
• Ensures policy compliance and mitigates organizational risk.

Skills

Leadership

Communication

Coaching

Stakeholder management

Data-driven HR

Change management

Employee relations

Talent management

Education

Bachelor’s degree in HR or related field

Master’s degree (MBA, MA HR)

Tools

Workday

HRIS

Job description

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 organization’s 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 company’s 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

• Bachelor’s 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.

Preferred Job Requirements

Education

• Master’s 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.

Physical Demands

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.