A key influencer of Regal Rexnord’s short and long-term success depends on the ability to have the right talent, in the right roles at the right time to drive the enterprise strategy.
Reporting to the Chief Digital and Information Officer (CDIO) and functionally to the Corporate VP of Human Resources will serve as a key business partner to the CDIO and senior leadership team. Serve as an important member of the CDIO’s leadership team, contributing to the function’s strategy, direction and overall effectiveness. This is a hands-on role that is responsible for leading the function’s global human resources function and defining, developing and implementing strategic HR initiatives to influence the function’s impact on the Regal enterprise.
Responsible for leveraging their experience to manage and execute the IT function’s full scope of talent acquisition, workforce planning, leadership development, building a high-quality diverse leadership pipeline, succession planning, performance management, associate engagement, workforce diversity and inclusion.
The IT function consists of 600 associates and spans across the globe. The primary regional sites include:
Grafton, WI, Hyderabad, India, Manila, Philippines, Shanghai, China and Juarez, Mexico. Will partner will local country HR leaders to achieve outcomes.
This Senior HR Manager also serves as a key partner to the Corporate VP of HR. Responsible for providing insights, guidance and expertise that aids in the development of corporate and enterprise HR initiatives and priorities; and provides leadership in the effective implementation and desired outcomes/KPIs for their IT function. Acts as a liaison on HR matters between the IT function and Corporate HR function
Responsibilities
Workforce Planning
· Conducts workforce planning based on the IT function’s strategy, leverages data and analytics to identify priorities.
· Develops talent acquisition plans that encompasses the global IT organization. Specifically leads all US recruitment, selection and onboarding activities. Collaborates with local country HR and IT leaders on their local recruitment and onboarding activities.
· Manages the immigration and work authorization needs of the IT function.
· Assesses needs and draws connections across the IT function; identifies implications from a talent, structure and skills requirements. Develops and maintains a competency
inventory of the skills, technology and experiences of the global IT function. Anticipates future skills and technology needs for the IT function.
· Contributes to the organizational design and restructuring plans to optimize global IT resource allocation.
Talent Management/Leadership Development/Diversity & Inclusion
· Develops and leads the IT talent management initiatives to establish career ladders that lead to a pipeline of diverse IT leadership talent.
· Leverages talent across the global function (facilitator) to identify opportunities for developing future IT leadership talent.
· Key partner in facilitating the development and execution of experience-based development plans for high potentials; ensures meaningful exposure to the CDIO and IT leadership team.
· Manages the talent review and succession planning process; provides expertise and guidance to the CDIO and IT leadership team.
· Implements actions to create a highly engaged, high performing, and inclusive work environment across the function.
· Demonstrates the use of 80/20, continuous improvement to deliver results aligned with the IT function and Regal Rexnord’s enterprise HR strategy, including KPIs.
Functional Expertise
· Based on previous HR Business Partner experience, is able to provide hands-on coaching to a “C-suite” executive (CDIO) and IT leaders on all talent matters.
· Ensures strong leadership capabilities are present within the IT leadership team in the selection, development and evaluation of IT talent.
· Experienced to resolve daily or complex employee relations investigations and resolution of major issues.
· Key advisor and coach to the function’s IT leaders on appropriate HR practices and policies; insures implementation and compliance.
· Identifies opportunities to simplify processes and enhance value of HR to the IT function.
Professional Experience/Qualifications
The successful candidate will have proven experience as a HR business partner and in developing collaborative relationships across all levels of a function. This leader must have the passion, energy and intellectual curiosity necessary for a fast-paced, growth-driven environment. Be able to employ forward thinking and have the ability to expeditiously execute global projects and programs.
Bachelor’s degree required in Human Resources, Organizational Effectiveness or related field.
· Master’s degree highly preferred.
· 10 years HR business partner experience; preferably within a global environment. Experience managing and developing other HR professionals.
· Demonstrated track record of partnering with a senior leader to develop and implement talent strategies that produce measurable outcomes and drive business results.
· Excellent interpersonal and influencing skills to establish trust, credibility and rapport at all levels of the organization; seen as humble, direct, and authentic while possessing executive presence.
· Proven ability to be hands on, roll up sleeves and demonstrate resourcefulness, initiative, results-orientation. Has a mindset of continuous improvement and can embrace Regal Rexnord’s 80/20 principles.
· Demonstrated ability to develop strong partnerships and influence resources outside one’s direct responsibility.
· Ability to travel up to 20% domestically and globally.
Regal Rexnord is a publicly held global industrial manufacturer with 30,000 associates around the world who help create a better tomorrow by providing sustainable solutions that power, transmit and control motion. The Company’s electric motors and air moving subsystems provide the power to create motion. A portfolio of highly engineered power transmission components and subsystems efficiently transmits motion to power industrial applications. The Company’s automation offering, comprised of controls, actuators, drives, and precision motors, controls motion in applications ranging from factory automation to precision control in surgical tools.
The Company’s end markets benefit from meaningful secular demand tailwinds, and include factory automation, food & beverage, aerospace, medical, data center, warehouse, alternative energy, residential and commercial buildings, general industrial, construction, metals and mining, and agriculture.
Regal Rexnord is comprised of three operating segments: Industrial Powertrain Solutions, Power Efficiency Solutions, and Automation & Motion Control. Regal Rexnord has offices and manufacturing, sales and service facilities worldwide. For more information, including a copy of our Sustainability Report, visit RegalRexnord.com.
Regal Rexnord is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex/gender, sexual orientation, gender identity, pregnancy, age, ancestry, national origin, genetic information, marital status, citizenship status (unless required by the applicable law or government contract), disability or protected veteran status or any other status or characteristic protected by law. Regal Rexnord is committed to a diverse and inclusive workforce. We are committed to building a team that represents diverse and inclusive backgrounds, perspectives, and skills. If you’d like to view a copy of the company’s affirmative action plan for protected veterans/individuals with disabilities or policy statement, please email Recruiting@RegalRexnord.com. If you have a disability and you believe you need a reasonable accommodation in order to search for a job opening or to submit an online application, please e-mail Recruiting@RegalRexnord.com.
Equal Employment Opportunity Posters
Notification to Agencies: Please note that Regal Rexnord Corporation and its affiliates and subsidiaries ("Regal Rexnord") do not accept unsolicited resumes or calls from third-party recruiters or employment agencies. In the absence of a signed Master Service Agreement or similar contract and approval from HR to submit resumes for a specific requisition, Regal Rexnord will not consider or approve payment to any third-parties for hires made.