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 Linked In and social media to attract potential talent.

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.

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.

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;…