HR Manager Sr

Position: HR Manager Sr.
Position Summary The Senior Manager, Human Resources serves as a strategic member of the Ithaca Leadership Team and leads all aspects of Human Resources for a large, complex manufacturing site. The role drives business performance through workforce strategy, labor relations, talent development, organizational effectiveness, employee experience, and HR operational excellence. As the primary advisor to site leadership on workforce matters, this leader maintains a productive labor-management relationship while supporting operational transformation, organizational change, and future business needs.

The role requires a highly visible leader who can balance strategic thinking with hands-on execution and build trust across all levels of the organization.

Key Responsibilities Labor Relations and Employee Relations Leadership Serve as the lead Human Resources representative for labor relations strategy and union-management interactions. Lead contract negotiations and effects bargaining discussions while balancing business objectives, workforce needs, and long-term labor relations goals. Advise leaders on progressive discipline, performance management, conflict resolution, and compliance with labor and employment laws. Provide guidance on collective bargaining agreement administration, grievance management, contract interpretation, investigations, dispute resolution, arbitration preparation, and negotiations.

Build constructive relationships with union leadership while effectively representing business interests. Partner with site leadership to identify and mitigate workforce and labor risks proactively. Ensure fair, timely, and consistent handling of employee relations matters and application of policies and practices. Develop labor relations capability within the HR team and site leadership population. Strategic Business Partnership Serve as an active member of the Ithaca Leadership Team and trusted advisor to the Plant Manager and functional leaders.

Translate business objectives into workforce strategies, organization plans, and HR priorities. Partner with operational leaders to improve organizational effectiveness, workforce productivity, and business performance. Lead workforce planning aligned with operational changes, technology, talent availability, and long-term business needs. Support organization design, restructuring, change management, and transformation initiatives. Use HR analytics and workforce insights to inform decisions and drive measurable outcomes.

Support plant performance objectives through proactive management of attendance, turnover, overtime, absenteeism, and employee engagement initiatives. Drive accountability for leadership development, employee performance, and workforce capability building across the plant.

Support continuous improvement and Lean Manufacturing initiatives through effective change management and workforce engagement. Talent Management and Leadership Development Lead site talent review, succession planning, performance management, and leadership development processes. Build sustainable internal pipelines for critical technical, operational, and leadership roles. Partner with leaders to identify, develop, engage, and retain high-potential and critical talent. Facilitate leadership assessments, development planning, coaching, and career progression discussions.

Ensure the site maintains credible succession coverage for key positions. Support regional talent initiatives and developmental assignments across the U.S. HR network. Organizational Effectiveness and Change Leadership Drive employee listening, engagement, culture, and employee experience initiatives. Lead the people dimensions of change to improve business performance and organizational capability. Partner with leaders to strengthen team effectiveness, accountability, and leadership behaviors.

Develop communication and change approaches that foster clarity, transparency, and trust. Advance a workplace culture aligned with Borg Warner values and beliefs. HR Team Leadership Lead, coach, and develop the Ithaca HR team. Establish clear priorities, roles, operating rhythms, and accountability for HR service delivery. Develop labor relations knowledge, negotiation capability, and employee relations expertise within the HR team and site leadership population through coaching, training, and mentorship.

Build capability in labor relations, employee relations, talent management, analytics, and change leadership. Create meaningful…