HR Project Leader

The Human Resources Project Leader is responsible for leading the people readiness strategy and execution for major business initiatives aligned to expansion. Working in close partnership with the Product Owner, business leaders, and Human Resources stakeholders, this role ensures the organization is prepared with the talent, leadership, capabilities, systems, and employee experience required for successful implementation and long-term sustainability.

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• Own the overallpeoplereadiness plan aligned with the Product Owner’s organizational design, business objectives, implementation timeline, and operating model.
• Assess workforce risks, talent constraints, and organizational readiness gaps, developing mitigation plans to support project success.
• Develop and execute the workforce plan, including organizational structure, headcount requirements, ramp timing, location strategy, critical capabilities, and resource needs.
• Lead compensation and job architecture activities, including role definition, job leveling, career framework alignment, and compensation considerations in partnership with the appropriate subject matter experts within BAC.
• Coordinate HR Systems requirements and readiness, including organizational data, position structures, employee records, reporting needs, and system dependencies partnering with the key stakeholders and internal resources.
• Develop the recruiting strategy in partnership with Talent Acquisition, including demand planning, talent profiles, sourcing approach, selection process, hiring priorities, and onboarding timing.
• Partner with business leadership on leadership selection and broader talent decisions toestablishthe structure and capabilitiesrequiredfor success.
• Lead workforce communications and change activities, ensuring employees and leaders receive clear,timely, and consistent information throughout the project.
• Ensure employee relations requirements, employment policies, and local practices are identified, evaluated, and addressed in partnership with HR and Legal resources.
• Coordinate benefits and onboarding readiness to support a consistent, compliant, and positive employee experience.
• Establish the training strategy, skills matrix, qualification requirements, and certification approach needed to prepare employees for their roles.
• Define culture and engagement programs that reinforce the desired ways of working and support organizational effectiveness during transition.
• Create and manage the integrated HR project plan, including milestones, decisions, interdependencies, risks, issue resolution, and progress reporting.
• Build the capability of the assigned HR Leader and team through knowledge transfer, coaching, tools, and structured transition planning.
• Measure people-readiness progress and outcomes, using data and stakeholder feedback to identify gaps and adjust plans.

This is a highly visible project leadership role requiring broad HR expertise, strong business judgment, and the ability to lead through influence in a complex, cross-functional environment. The position works across business, functional, and geographic boundaries and must integrate multiple HR disciplines into one cohesive people-readiness strategy.

The roleoperateswith a high degree of independence and is accountable foranticipatingworkforce implications, clarifying ownership, escalating risks, andmaintainingmomentum against project commitments. Success requires balancing strategic thinking with disciplined execution while navigating evolving business priorities, regional requirements, and organizational complexity.

• Minimum of 10 years of progressive Human Resources experience, including ownership of large-scale organizational, operational, or transformation initiatives.
• Minimum of 5 years of HR manufacturing experience, preferably in plant/factory based.
• Bachelor's degree in human resources, Business, Organizational Development, or related field required; advanced degree or relevant professional certification preferred. Will consider additional experience in lieu of degree.
• Demonstrated experience developing and executing integrated people strategies across workforce planning, organizational design, talent acquisition, compensation, HRIS, employee relations, onboarding, learning, and engagement.
• Strong project and change leadership skills, with the ability to translate strategy into clear plans, milestones, ownership, and measurable outcomes.
• Experience supporting…