Senior Manager, Human Resources

Work Model: This is a fully onsite role, with work performed at your designated Regal Rexnord office. ____________________ Regal Rexnord's Aerospace Solutions is growing at a double-digit pace, and talent is a key driver of that success. This role combines leadership of the HR function for non-operations functions with strategic partnership with the Downers Grove plant on priorities such as Talent Reviews, Org Zero-Up process, HR Continuous Improvement roadmap, and HR Core Value Drivers. Building an A Team: Partner with the leadership team to bring in top talent within the agreed timeline. Support the team in recruiting high-performing individuals and ensuring a strong onboarding experience. Establish and use metrics to assess talent acquisition effectiveness and drive ongoing improvement. Work with the central TA team and local universities to attract technical talent. Partner with the marketing communications team to strengthen Regal Rexnord and Aerospace Solutions presence on LinkedIn and social media to attract potential talent. Talent Management: Lead the Talent Review process for Downers Grove-Plant and non-ops functions, with a focus on building a talent pipeline for critical roles. Oversee the company’s Performance Appraisal and Management process. Use the competency assessment model to support employee growth and advancement. Create a regular cadence to monitor the progress and development of high-potential employees. Employee Engagement and Communication: Drive employee engagement initiatives with people managers, including focus groups and survey action plans. Promote Aero-Employee communication to support a unified culture. Deliver Core Value Drivers: Monitor HR metrics and take proactive action when goals are not met. Work with the leadership team and finance to develop and manage the HR budget. Critical Competencies High Level of Integrity : Thinks carefully about how their behaviors and decisions affect morale, productivity, and the overall work environment, and whether they align with the Regal Rexnord values. Seeks to understand the direct impact of their actions on stakeholders, including associates, customers, and the community. Change Management: A blend of mental flexibility, creativity, conceptual ability, and judgment. Able to lead and manage change processes that improve organizational effectiveness. An analytical and effective human resources problem-solver with a strong strategic orientation; someone who handles both the macro “big picture” and the detailed tactical work needed to develop the right programs. Strong interpersonal savvy: A good listener with outstanding interpersonal skills and a natural, effective consultative style. Someone whose opinion and counsel are sought out, and who can build and maintain close relationships both internally and externally. A highly motivated team player who helps create an environment where people work together enthusiastically and effectively to produce outstanding results. Results driven : An energetic, resourceful, and hands-on individual with a strong service orientation, someone who fully commits to the job and is dedicated to developing and delivering outstanding work — consistently revisiting, rethinking, and proactively exploring opportunities to improve the Human Resources function and its support of the organization’s mission and objectives. Ability to move between strategic thinking, planning, and tactical execution. Managerial Courage : Willing to say what needs to be said, take a tough stand, and give candid / frank feedback when necessary. Strong Organizational Agility: Must be comfortable working in a highly matrixed environment and influencing without authority. Leadership : Self-starter who leads by example; effective in working with, and through others. Education and Experience Requirements Bachelor’s degree in business, Human Resources/Labor Relations or related field required. Master’s degree in business, Human Resources/Labor Relations or related field is a plus. Manufacturing experience is a plus. Minimum 7 years of HR experience, including experience serving as an HR Business Partner or in a strategic HR leadership role demonstrated ability to influence and partner effectively with leaders at multiple levels of an organization, including Director-level and senior leadership stakeholders. Experience leading and supporting strategic business initiatives through strong stakeholder management and cross-functional collaboration. Strong business acumen with the ability to align HR strategies and solutions to organizational objectives. Excellent communication and relationship building skills. Base salary range: $140,000 - 165,000 The salary range provided is intended to display the value of the company's base pay compensation for this position. Salary is dependent on a multitude of factors, including but not limited to the physical worksite location, the geographic market of that location, candidate's skill set, level of experience, education and internal peer compensation comparisons among other potential factors. #LI-LR1 Benefits Medical, Dental, Vision and Prescription Drug Coverage Spending accounts (HSA, Health Care FSA and Dependent Care FSA) Paid Time Off and Holidays 401k Retirement Plan with Matching Employer Contributions Life and Accidental Death & Dismemberment (AD&D) Insurance Paid Leaves Tuition Assistance About Regal Rexnord 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 . Equal Employment Opportunity Statement 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 . 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 . 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.