HR Senior Manager

As Soligent, a leading pure-play solar distributor in the US, continues its rapid growth, we are seeking a dynamic and strategic Human Resources Business Partner (HRBP) to join our People team. In this role, you will serve as a trusted advisor to business leaders, aligning People strategies with organizational goals to drive performance, engagement, and sustainable growth.
The Senior HR Manager serves as a strategic business partner and trusted advisor to senior leaders and Cross-functional partners driving people strategies that enable business performance, organizational growth, and employee engagement. This role partners closely with executive leadership, managers, and the Global People Director to develop and execute HR initiatives across workforce planning, organizational design, talent management, culture, employee relations, and organizational effectiveness. The Senior HR Manager leads complex people initiatives, influences decision-making, and ensures alignment between business objectives and people priorities.
Our ideal candidate will be responsible for the following:

Supervisory Responsibilities
•    May provide leadership, direction, and development support to HR team members, consultants, or project resources as assigned.
•    Leads and mentors managers and leaders across the organization, strengthening leadership capability and organizational effectiveness.
•    May directly manage HR staff depending on organizational structure and business needs.

Leadership & People Management
•    Provide leadership, guidance, and mentorship to managers and People team members, fostering leadership capability across the organization.
•    Serve as a trusted advisor to senior leaders on organizational and people-related matters.
•    Lead cross-functional HR initiatives and project teams to deliver strategic business outcomes.
•    Promote a culture of accountability, inclusion, high performance, and continuous improvement.

Strategic HR Leadership & Business Partnership
•    Partner with executive and business leaders to develop and implement people strategies aligned with organizational objectives and growth plans.
•    Translate business priorities into actionable workforce and talent plans that support current and future business needs.
•    Collaborate closely with the Global People Director to drive execution of the Global People Strategy.
•    Lead strategic workforce planning, succession planning, organizational design, and change management initiatives.
•    Provide expert consultation to leaders on organizational effectiveness, talent strategies, leadership development, and team performance.
•    Drive change management efforts, ensuring effective communication, stakeholder engagement, adoption, and sustainable outcomes.
•    Use internal and external workforce trends to inform talent and organizational planning.

Talent Management & Performance Excellence
•    Lead the design, implementation, and continuous improvement of enterprise-wide performance management programs and processes.
•    Drive performance cycles, including goal setting, talent reviews, calibration sessions, and year-end evaluations.
•    Ensure strong alignment between business objectives, employee goals, and organizational performance expectations.
•    Partner with leaders to identify, assess, and develop high-potential talent.
•    Lead succession planning efforts to strengthen leadership pipelines and organizational capability.
•    Provide coaching and guidance to leaders on performance management, career development, corrective actions, and employee development.
•    Champion a culture of continuous feedback, accountability, and recognition.

Talent Acquisition, Workforce Planning & People Analytics
•    Partner with leaders to develop strategic workforce plans that support business growth and evolving organizational needs.
•    Oversee key employee lifecycle processes, including recruitment, onboarding, development, internal mobility, promotion, and offboarding.
•    Guide hiring managers through selection processes, ensuring consistency, quality, and adherence to best practices.
•    Review and align job architecture and job descriptions to support organizational effectiveness and workforce planning.
•    Leverage people analytics and workforce data to provide insights and recommendations related to retention, engagement, productivity, performance, and organizational effectiveness.
•    Analyze trends and metrics to identify risks, opportunities, and strategic workforce priorities.

•    Develop data-driven solutions and recommendations to improve business and people outcomes.
•    Monitor turnover, retention, and exit data to identify root causes and implement targeted action plans.

Culture, Engagement & Organizational Effectiveness
•    Lead initiatives that strengthen organizational culture, employee engagement, inclusion, and the overall employee experience.
•    Champion company values and embed culture initiatives across business functions.
•    Oversee employee engagement surveys, action planning, and leadership accountability for improvement efforts.
•    Partner with business leaders to enhance team effectiveness, morale, productivity, and retention.
•    Develop and implement strategies that drive employee engagement and organizational health.
•    Support organizational effectiveness initiatives that improve collaboration, leadership capability, and workforce performance.

Employee Relations, Risk Management & Compliance
•    Lead and manage complex employee relations matters, investigations, and conflict resolution efforts with professionalism and objectivity.
•    Provide strategic guidance to leaders on employee relations, policy interpretation, workplace concerns, and employment practices.
•    Ensure compliance with employment laws, regulations, and company policies across applicable jurisdictions.
•    Partner with Legal and senior leadership to mitigate organizational risk and address complex people issues.
•    Provide expertise regarding accommodations, leave practices, workplace investigations, and regulatory compliance.
•    Maintain current knowledge of employment legislation and emerging HR best practices.
•    Support development and implementation of HR policies and programs that promote fairness, consistency, and compliance.

Leadership Development & Organizational Capability
•    Assess organizational capability needs and develop strategies to close talent and leadership gaps.
•    Lead leadership development and management effectiveness initiatives.
•    Partner with leaders to create development plans, coaching programs, and succession strategies.
•    Evaluate learning and development programs to ensure measurable business impact and capability enhancement.
•    Support executive coaching and leadership effectiveness initiatives where appropriate.
•    Drive a culture of continuous learning and professional growth.

HR Operations & Process Excellence
•    Ensure efficient execution and continuous improvement of HR systems, processes, and operational practices.
•    Lead HR, Operations, and Payroll teams to optimize employee experiences and service delivery.
•    Drive process improvements that increase efficiency, scalability, compliance, and data integrity.
•    Ensure employee records, documentation, and HR data are maintained accurately and in accordance with company standards.
•    Support organizational reporting, workforce analytics, and HR governance activities.
•    Perform other duties and responsibilities as assigned.

Global Collaboration & Strategic Projects
•    Partner with the Global People Director and global HR leaders to design and deliver strategic people initiatives.
•    Lead or sponsor regional and global HR projects related to organizational transformation, talent management, employee engagement, HR technology, culture, and leadership development.
•    Ensure consistent application of HR policies, programs, and employee experiences across regions while respecting local requirements.
•    Represent the People function in cross-functional business initiatives and leadership forums.
•    Build strong relationships with stakeholders across all levels of the organization and act as a trusted strategic advisor.
•    Share best practices and contribute to the continuous evolution of People strategies, programs, and ways of working.
•    Support business transformation initiatives, mergers, organizational restructuring, and growth strategies as required.

REQUIRED SKILLS/ABILITIES:

•    Excellent verbal and written communication skills.
•    Excellent interpersonal and customer service skills.
•    Excellent organizational skills and attention to detail.
•    Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
•    Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and administrative practices related to those factors.
•    Excellent time management skills with a proven ability to meet deadlines.
•    Spanish proficiency preferred but not required
•    Strong analytical and problem-solving skills.

Physical Requirements:
•    Prolonged periods of sitting at a desk and working on a computer. 

●    Bachelor's degree in Human Resources, Business Administration, or a related field; 
●    Minimum of 8 years of experience resolving complex employee relations issues.
●    Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.