Dematic is searching for a Senior Manager of Human Resources to partner with our Americas Engineering Organization. This role will lead 1-2 direct reports to drive a people strategy that impacts employee engagement, organizational effectiveness, talent management, organizational development, compensation processes, change management, and other HR related matters.
What we offer:

• Career Development
• Competitive Compensation and Benefits
• Pay Transparency
• Global Opportunities

Learn More Here : https://www.dematic.com/en-us/about/careers/what-we-offer
Dematic provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.
The base pay range for this role is estimated to be $100,000-$200,000 at the time of posting. Final compensation will be determined by various factors such as work location, education, experience, knowledge, and skills.
Tasks and Qualifications:
This is What You Will do in the Role:

• Partner and collaborate as a key member of the Americas Engineering Leadership team, supporting and coaching executive leadership to execute on their respective people strategies and initiatives.
• Act as the HR lead dedicated to an Americas Business Unit, which includes a team of cross-functional leaders dedicated to the project success of a specific sub-region of the US.
• Use, align, and sustainably incorporate the use of people metrics to drive data-based decision-making with leadership regarding critical people topics, such as recruiting, engagement, turnover, diversity, and learning.
• Partner with Talent Acquisition and hiring managers to assess recruiting needs based on business forecast and critical skillset gaps. Assist in the development of viable talent pipelines into the organization.
• Drive performance management process for the engineering organization. Work with leadership to facilitate KPI and goal setting and ensure that appropriate development plans are in place to support employee growth through our OCTR process.
• Work with leadership teams to define job profiles, job descriptions, and functional alignment of new roles. Ensure internal & external equity across managers and functions.
• Support and facilitate functional succession planning and ensure the integration of succession planning into performance management and staffing decisions.
• In conjunction with our HR CoEs and other teams, drive and support HR projects and continuous improvement initiatives.
• Assist in building a high-performance culture and establishing an "employer of choice" approach in all people-related initiatives.

What We are Looking For:

• Bachelor's degree in Human Resources or related field
• 5-7 years of direct applicable Human Resource Leadership experience in a fast paced, innovative, engineering / technology company
• Minimum of 3 years in a management or leadership position
• Demonstrated success building organization structure, culture, and engagement across multiple locations
• Demonstrated understanding and application of Human Resources areas including Talent Development, Succession Planning, Employee Relations, Employee Engagement, Organizational Design, Compensation, Talent Acquisition, Diversity and Inclusion, and Change Management
• Demonstrated ability to build credibility and confidence with a wide variety of leaders as a trusted adviser and confidant
• Exceptional customer focus and ability to proactively deliver results
• Excellent influencing skills at all levels in the organization and competence in making timely, effective, principles-based decisions
• Proven track record of using data and metrics to evaluate needs, drive change and measure impact
• Must have change management leadership capabilities
• Ability to navigate both hands-on tactical projects as well as strategic initiatives
• Ability to respectfully but firmly challenge leadership through constructive feedback, while being able to provide sound solutions.

• Willingness to travel domestically roughly 20%