Archived listing. The details below describe a past opening.
Job Summary
The Corporate HR Manager is responsible for leading and overseeing HR operations across all North American divisions, ensuring alignment with business goals, legal compliance, and a strong organizational culture. This role acts as a strategic partner to leadership while balancing corporate oversight and divisional autonomy, driving process improvements, talent development, and HR initiatives that support business growth and objectives.
Key Responsibilities
Shape & Execute HR Strategy
- Align HR initiatives with business goals, using data-driven insights and first principles.
- Implement and refine a robust HR Operating System, creating SOPs and standard processes.
- Drive a “game of inches” mindset - relentless, incremental progress that moves the organization forward.
Lead Multi-Site, Multi-Division HR
- Develop, mentor, and oversee divisional HR teams across North America, ensuring consistent practices.
- Foster collaboration and knowledge-sharing among divisions, while respecting local needs.
- Partner with global counterparts (e.g., international offices) to leverage best practices and maintain synergy.
Talent Acquisition & Development
- Build scalable recruitment frameworks to attract top talent in both production and corporate roles.
- Establish succession planning and internal development programs to close capability gaps.
- Champion onboarding, offboarding, and learning programs that grow high-potential employees.
Culture & Employee Engagement
- Implement performance review systems that align with business goals and promote transparency.
- Drive employee engagement via regular pulse checks, feedback loops, and recognition programs.
- Cultivate a culture of respect, empathy, and “best ideas win” - where innovative thinking is encouraged at all levels.
Compliance & Governance
- Ensure full compliance with all North American labor laws, employment standards, and regulations.
- Develop and maintain HR policies that clearly define corporate vs. local decision-making authority.
- Collaborate with legal counsel where needed, staying ahead of regulatory changes and mitigating risks.
Operational Excellence & Continuous Improvement
- Leverage technology (HRIS, analytics) to automate routine tasks, freeing HR to focus on strategic initiatives.
- Track and analyze KPIs to identify trends, preempt issues, and drive iterative enhancements.
- Promote a “learning organization” ethos - documenting wins, sharing lessons, and refining best practices.
How the role is measured (your KPIs)
- Key-Role Recruiting Fill Rate: open key roles filled within cycle, and time-to-fill.
- Headcount Budget Adherence: actual headcount vs. the approved plan, by division.
- Turnover Rate: key-role and direct-employee turnover, with reasons tracked.
- Employee Engagement Score: from regular pulse surveys, by division, with follow-through on the gaps.
- Performance Review Completion: reviews delivered on time, with development plans in place.
- Succession Coverage: key roles with a named successor, and internal promotion rate.
- HR Operating System Coverage: policies and SOPs documented, current, and applied across divisions.
Targets are set and reviewed internally each year as the function matures.
Reporting Structure
Competencies / Behaviors
- Strategic Innovator: You challenge traditional HR playbooks, applying first-principles thinking to solve complex people and business problems.
- Data-Driven Operator: You use metrics and analytics to guide decisions, measure impact, and iterate quickly.
- Inspirational Leader: You build high-trust teams, mentor HR talent, and keep everyone aligned with bigger-picture goals.
- Continuous Improver: You thrive on incremental progress, always looking for ways to streamline processes and boost engagement.
- Hands-On & Accountable: You’re comfortable rolling up your sleeves - from policy updates to site visits and going to the gemba, engaging directly with frontline teams to understand challenges - while fully owning outcomes.
Qualifications
- 8+ years in HR leadership roles, ideally spanning multi-site or manufacturing operations.
- Deep knowledge of North American labor laws, standards, and modern HR technologies.
- Demonstrated success developing HR operating systems: SOPs, policy frameworks, best practices.
- Exceptional communication and stakeholder management; able to influence at all levels.
- Proven record of scalable talent acquisition, succession planning, and performance management.
