Senior Manager, Human Resources

QXO is a leading distributor and installer of building products serving an $800 billion market. The company’s mission is to modernize the building products industry through advanced technology and a best-in-class customer experience. QXO is North America’s largest distributor and installer of insulation, the second-largest distributor of roofing products, the second-largest publicly traded distributor of lumber and building materials, and the largest distributor of waterproofing products.

The company is targeting $50 billion in annual revenue within the decade through accretive acquisitions and organic growth. For more information, visit

As a Senior Manager, Human Resources at QXO, you’ll serve as a senior HR partner to business leadership, developing and executing people strategies that support organizational performance, employee engagement, and business growth. You’ll provide leadership across employee relations, talent management, organizational effectiveness, workforce planning, and change while ensuring HR programs and practices are effectively implemented across assigned business areas. You’ll also lead and develop HR professionals, provide guidance on complex employee and organizational matters, and partner with HR Centers of Excellence to deliver scalable people solutions.

• Serve as a senior HR advisor to business and functional leaders
• Develop and execute HR strategies aligned with business priorities and organizational objectives
• Build strong relationships with leaders to understand operational, organizational, and talent needs
• Translate business strategies into actionable workforce and people plans
• Provide guidance regarding organizational structure, workforce planning, talent, and employee matters
• Identify workforce risks and opportunities and develop appropriate recommendations
• Use business and people insights to influence leadership decisions
• Ensure HR strategies effectively support both short- and long-term business requirements

• Provide leadership and guidance on complex employee relations matters
• Oversee or conduct significant workplace investigations
• Advise leaders regarding performance management, corrective action, employee conduct, and workplace concerns
• Partner with Legal and other stakeholders regarding sensitive or higher-risk employee matters
• Ensure employee issues are addressed consistently and according to company policies
• Identify employee-relations trends and develop proactive solutions
• Maintain appropriate documentation and confidentiality

• Lead talent-management and succession-planning activities across assigned business areas
• Partner with leaders to identify critical roles, talent gaps, and development priorities
• Support organizational design and restructuring initiatives
• Lead performance-management and talent-review processes
• Develop strategies to strengthen employee engagement, retention, and leadership capability
• Partner with Learning and Development regarding leadership and employee-development programs
• Support change-management initiatives associated with organizational transformation
• Coach leaders on building high-performing and accountable teams

• Partner with leadership and Talent Acquisition to develop workforce plans
• Evaluate current and future talent requirements based on business strategy
• Identify organizational capability gaps and recommend appropriate solutions
• Support strategic hiring and talent decisions
• Monitor turnover, staffing, and workforce trends
• Partner with Compensation on organizational levels, job structures, and compensation considerations
• Support succession planning and internal mobility initiatives