POSITION DESCRIPTION: The Senior Human Resources (HR) Manager serves as the strategic HR leader for complex, cross-functional shared services groups within a dynamic matrix environment. Acting as a trusted advisor to functional leadership, this role is accountable for shaping and executing people strategies that enable organizational performance, strengthen talent capabilities, and support long-term business objectives. The Senior HR Manager will join a collaborative, high-performing HR team that values partnership, continuous improvement, and shared accountability for delivering meaningful results. DUTIES AND RESPONSIBILITIES include, but not limited to: • Lead the HR function to align talent strategies with operational and business priorities. • Mentor, coach and develop a team of HR professionals to build capability, support succession planning, and drive effective program execution. • Advise functional leadership on workforce design, employee engagement, talent retention, and performance management to strengthen organizational outcomes. • Drive change management and leadership development initiatives to enhance organizational effectiveness and agility. • Oversee implementation of enterprise-wide HR programs and ensure compliance with location specific legal and regulatory requirements. • Analyze workforce trends and metrics to proactively identify risks and opportunities that impact site performance and culture. • Model enterprise values and coach leaders to foster a consistent, inclusive, and high performance culture. • Work with cross-functional or multi-site teams to build and collaborate on HR initiatives. • Other duties and responsibilities as assigned. QUALIFICATIONS: Education and Required Experience • Bachelor's degree in HR or related field (Master's preferred). Human Resources certification (e.g., PHR, SHRM-SCP, CHRP) is desirable. Equivalent combination of education, extensive experience, and certification may be considered. • 10+ years of HR experience including several leadership roles, supporting cross functional or complex groups. Skills Required • HR systems and analytics: Advanced proficiency in HRIS platforms, data analysis, and leveraging insights to inform decision-making. • Change leadership: Skilled in leading organizational change initiatives, managing transitions, and building change readiness across teams. • Employment law expertise: In-depth knowledge of labor laws and regulatory requirements, with the ability to ensure compliance in complex scenarios. • Organizational development: Strong capability in designing and driving organizational development strategies to improve structure, culture, and performance. • Influence and Collaboration: Skilled at working in uncertain environments with limited guidance, with strong interpersonal and influencing skills to drive cross-functional collaboration.