Senior Manager, Human Resources

QXO; Belvidere Township (IL); On-site; USD 115,000 - 160,000; Full time

Job summary

QXO is seeking a Senior Manager, Human Resources to serve as a strategic HR partner to business leadership, shaping people strategies that drive performance, engagement, and growth. You will guide employee relations, talent management, organizational effectiveness, and workforce planning while scaling HR programs across assigned business areas.

You will lead HR professionals, advise on complex personnel matters, and collaborate with HR Centers of Excellence to deliver scalable solutions.

Qualifications

• Bachelor’s degree in Human Resources or related field.
• 8+ years of progressive HR experience preferred.
• 3+ years of HR leadership or people-management experience preferred.
• Significant HR Business Partner or HR Generalist leadership experience.
• Strong experience in talent management, succession planning, and workforce planning.
• Experience partnering with senior business leaders.
• Experience in large, multi-location, distribution/manufacturing organizations is a plus.
• SHRM-SCP, SPHR or similar certification preferred.

Responsibilities

• Serve as a strategic HR advisor to business leaders.
• Lead talent management, succession planning, and organizational design.
• Oversee employee relations matters and investigations.
• Partner with Legal and other stakeholders on sensitive matters.
• Drive workforce planning and organizational effectiveness.
• Lead HR programs and projects across functions.
• Analyze workforce data to inform decisions.

Skills

Strategic HR partner

Employee relations

Workforce planning

Talent management

Leadership coaching

Data analytics

Executive communication

Change management

Education

Bachelor's degree in Human Resources

Tools

HRIS

Job description

Overview

QXO is a leading distributor and installer of building products serving an $800 billion market. The company’s mission is to modernize the building products industry through advanced technology and a best-in-class customer experience. QXO is North America’s largest distributor and installer of insulation, the second-largest distributor of roofing products, the second-largest publicly traded distributor of lumber and building materials, and the largest distributor of waterproofing products. The company is targeting $50 billion in annual revenue within the decade through accretive acquisitions and organic growth. For more information, visit QXO.com.

What you will do:

As a Senior Manager, Human Resources at QXO, you’ll serve as a senior HR partner to business leadership, developing and executing people strategies that support organizational performance, employee engagement, and business growth. You’ll provide leadership across employee relations, talent management, organizational effectiveness, workforce planning, and change while ensuring HR programs and practices are effectively implemented across assigned business areas.You’ll also lead and develop HR professionals, provide guidance on complex employee and organizational matters, and partner with HR Centers of Excellence to deliver scalable people solutions.

Strategic HR Partnership

• Serve as a senior HR advisor to business and functional leaders
• Develop and execute HR strategies aligned with business priorities and organizational objectives
• Build strong relationships with leaders to understand operational, organizational, and talent needs
• Translate business strategies into actionable workforce and people plans
• Provide guidance regarding organizational structure, workforce planning, talent, and employee matters
• Identify workforce risks and opportunities and develop appropriate recommendations
• Use business and people insights to influence leadership decisions
• Ensure HR strategies effectively support both short- and long-term business requirements

Employee Relations and Risk Management

• Provide leadership and guidance on complex employee relations matters
• Oversee or conduct significant workplace investigations
• Advise leaders regarding performance management, corrective action, employee conduct, and workplace concerns
• Partner with Legal and other stakeholders regarding sensitive or higher-risk employee matters
• Ensure employee issues are addressed consistently and according to company policies
• Identify employee-relations trends and develop proactive solutions
• Maintain appropriate documentation and confidentiality

Talent and Organizational Effectiveness

• Lead talent-management and succession-planning activities across assigned business areas
• Partner with leaders to identify critical roles, talent gaps, and development priorities
• Support organizational design and restructuring initiatives
• Lead performance-management and talent-review processes
• Develop strategies to strengthen employee engagement, retention, and leadership capability
• Partner with Learning and Development regarding leadership and employee-development programs
• Support change-management initiatives associated with organizational transformation
• Coach leaders on building high-performing and accountable teams

Workforce Planning and Talent Acquisition

• Partner with leadership and Talent Acquisition to develop workforce plans
• Evaluate current and future talent requirements based on business strategy
• Identify organizational capability gaps and recommend appropriate solutions
• Support strategic hiring and talent decisions
• Monitor turnover, staffing, and workforce trends
• Partner with Compensation on organizational levels, job structures, and compensation considerations
• Support succession planning and internal mobility initiatives

HR Program Execution

• Partner with Compensation, Benefits, Talent Acquisition, Learning and Development, HR Operations, and other HR teams
• Ensure enterprise HR programs are effectively implemented within assigned business areas
• Provide business insight to inform development and improvement of HR programs
• Lead significant HR projects and initiatives
• Support annual compensation, performance, engagement, and talent processes
• Ensure leaders and employees receive clear communication regarding HR programs and changes

People Analytics

• Analyze workforce metrics, trends, and organizational data to identify risks and opportunities
• Monitor headcount, turnover, retention, engagement, talent, and other key people metrics
• Develop insights and recommendations based on workforce data
• Provide leadership with clear visibility into organizational health and workforce trends
• Establish and monitor HR-related action plans and outcomes
• Use data to measure effectiveness of HR programs and people strategies

HR Team Leadership

• Lead, coach, and develop HR Managers, Associate Managers, Associates, or other assigned HR professionals
• Establish clear priorities and performance expectations
• Build HR capabilities through coaching, training, and career development
• Promote cross-training and knowledge sharing
• Conduct performance evaluations and support succession planning within the HR team
• Foster a collaborative, responsive, business-focused, and high-performing HR organization

Compliance and Governance

• Ensure HR practices align with company policies and applicable employment requirements
• Maintain awareness of changes in employment law and workforce regulations
• Partner with Legal and HR leadership to manage employment risk
• Ensure appropriate documentation and HR controls are maintained
• Support HR audits and compliance activities
• Promote consistent and equitable application of HR policies and practices

Transformation and Continuous Improvement

• Identify opportunities to improve HR processes, employee experience, and organizational effectiveness
• Lead HR process and service improvements
• Support HR technology implementations and enhancements
• Develop scalable HR practices that support organizational growth
• Provide HR leadership for acquisitions, integrations, reorganizations, and other significant business changes
• Support integration of employees, policies, processes, and organizational structures as applicable
• Lead additional strategic HR initiatives and projects as assigned

What you will bring:

• Broad and deep Human Resources expertise
• Proven experience serving as a strategic HR partner to business leaders
• Strong employee-relations and employment-risk management capabilities
• Demonstrated people leadership and employee-development skills
• Strong talent-management, organizational-development, and workforce-planning expertise
• Excellent business acumen and ability to understand operational priorities
• Strong judgment and ability to navigate complex and sensitive employee matters
• Excellent executive communication, coaching, and influencing skills
• Ability to build credibility and relationships across organizational levels
• Strong analytical capabilities and ability to use workforce data to drive decisions
• Strong organizational, project-management, and change-management skills
• Ability to operate effectively within a large, complex, and rapidly evolving organization
• High level of discretion, integrity, and confidentiality

Preferred Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field required
• 8+ years of progressive Human Resources experience preferred
• 3+ years of HR leadership or people-management experience preferred
• Significant HR Business Partner or HR Generalist leadership experience
• Demonstrated experience managing complex employee-relations matters
• Experience with talent management, succession planning, organizational design, and workforce planning
• Experience partnering with senior business leaders
• Experience within a large, multi-location, distribution, manufacturing, construction, or similarly complex organization preferred
• M&A, organizational integration, or significant change-management experience is a plus
• Strong HRIS and people-analytics experience
• SHRM-SCP, SPHR, or other advanced HR certification preferred

Work Environment and Requirements

• Work is performed across corporate, office, branch, distribution, and operational environments depending on assigned business areas
• Frequent interaction with senior leaders, managers, employees, and HR partners
• Regular computer, analytical, presentation, and collaborative work
• Ability to maintain confidentiality of highly sensitive employee and business information
• Travel to company locations may be required
• Required PPE must be worn when entering designated operational environments
• Extended hours may occasionally be required to support significant employee matters, acquisitions, integrations, reorganizations, or other business priorities

What you will earn:

• 401(k) with employer match
• Medical, dental, and vision insurance
• PTO, company holidays, and parental leave
• Paid training and certifications
• Legalassistanceand identity protection
• Pet insurance
• Employee assistanceprogram (EAP)

QXO is an Equal Opportunity Employer.We value diversity and do not discriminateon the basis ofrace, color, religion,gender or sexual orientation, national origin, age, disability, or any other protected status.

To comply with Pay Transparency laws, employers must disclose an annual salary range. Actual offers depend on factors such as location, experience, skills, and market data. This position may also offer variable compensation

Pay Range

USD $115,000.00 - USD $160,000.00 /Yr.