Senior Manager Human Resources

We believe power is a promise - a shared commitment to be there for others when it matters most.

For more than 65 years, we've turned big ideas into solutions that help protect homes, strengthen businesses and build a more resilient, efficient, sustainable energy future.

Ready to Power a Smarter World with us?

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