Senior HR Manager (Chicago O'Hare)
Posting Start Date: 9/24/26
Job Location (Short): Chicago, Illinois, USA, 60631
Requisition ID: 36995
Onsite or Remote: Hybrid Position
Job OverviewThe Senior HR Manager serves as a strategic HR business partner for a segment of Komatsu's Parts organization, supporting leaders through growth, operational transformation, and workforce evolution. This hands-on role partners closely with business leadership to strengthen talent, leadership capability, employee engagement, and scalable HR practices that support long-term operational success.
This role offers the opportunity to shape the people strategy for a critical and growing part of Komatsu's North America business. The successful candidate will influence key workforce decisions, and help build the practices, leadership routines, and employee experience needed to support long-term growth across Parts operations.
The ideal candidate is a business-minded HR leader who can move comfortably between strategy and execution. They are trusted by leaders, credible with employees, strong in employee relations, and energized by building practical solutions in a rapidly changing environment.
Key Job ResponsibilitiesStrategic HR Leadership- Partner with site leadership to develop and execute workforce strategies aligned with operational and business objectives.
- Serve as a key member of the leadership team, providing guidance on organizational design, talent management, succession planning, and workforce planning.
- Analyze workforce metrics and trends to identify opportunities for improving productivity, retention, engagement, and operational performance.
- Lead change management initiatives supporting business growth and operational transformation.
Employee Relations & Performance Management- Provide expert guidance on employee relations matters, investigations, corrective actions, and conflict resolution.
- Ensure consistent application of company policies, procedures, and employment practices while establishing, documenting, and continuously evaluating, refining, and enhancing site-specific processes, standards, and best practices to support long-term operational growth.
- Coach managers on performance management, employee development, and leadership effectiveness.
- Conduct and oversee workplace investigations and recommend appropriate resolutions.
Talent Acquisition & Workforce Planning- Develop and execute recruiting strategies to attract and retain high-quality talent for hourly and salaried positions.
- Partner with operations leadership to forecast staffing needs and develop workforce plans.
- Support onboarding programs to ensure successful employee integration and retention.
- Build talent pipelines for critical and hard-to-fill positions.
Compliance & Risk Management- Ensure compliance with federal, state, and local employment laws and regulations.
- Maintain compliance with EEO, ADA, FMLA, FLSA, OSHA, Workers' Compensation, and other employment-related requirements.
- Partner with Legal, Safety, and Corporate HR teams to mitigate organizational risk.
- Maintain accurate HR records and documentation in accordance with company policies.
Employee Engagement & Culture- Develop and lead employee engagement initiatives designed to foster a positive workplace culture.
- Develop programs that support employee recognition, retention, and career development.
- Facilitate employee communications and engagement activities.
- Promote diversity, equity, inclusion, and belonging initiatives throughout the facility.
Compensation & HR Operations- Partner with Compensation and Corporate HR teams on market analysis, salary recommendations, and job evaluations.
- Support annual performance review and compensation planning processes.
- Ensure HR systems and employee data are maintained accurately.
- Monitor HR metrics and provide regular reporting to leadership.
Qualifications/RequirementsEducation- Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field.
- Master's degree preferred.
- SPHR/PHR Certification preferred
Experience- Minimum 8 years of progressive Human Resources experience.
- Minimum 3 years of experience serving as a HR business partner or HR leader supporting multi-site/multi-state manufacturing, distribution, warehouse, logistics, or industrial operations.
- Experience leading employee relations investigations and performance management processes.
Knowledge, Skills & Abilities- Strong knowledge of federal and state employment laws and regulations.
- Demonstrated expertise in employee relations, talent acquisition, organizational development, and workforce planning.
- Excellent coaching, communication, and interpersonal skills.
- Strong analytical and problem-solving abilities.
- Experience using HRIS systems and workforce analytics.
- Ability to influence leaders at all organizational levels.
- Strong project management and change management skills.
- Must be willing and able to travel when required.
Additional Information
