Work in Iowa Energy Jobs

Job Summary

The Senior HR Manager will serve as the HR partner for our US Sales business unit and is responsible for partnering with business leaders and delivering HR programs and solutions to grow and drive the business forward. This role will be remote in the US, with the ability to travel a minimum of 20% for overnight travel as needed.

What we\'re looking for

• Education: Bachelor\'s degree (or equivalent work experience) is required
• Experience: Minimum 10 years of Human Resources experience is required
• Collaboration Tool: Microsoft Teams experience preferred
• Preferred Qualifications:Experience supporting Sales teams and prior experience working in a corporate environment is strongly preferred. Prior leadership experience is required. Professional in Human Resources (PHR) certification is preferred.
• Must have a proven track record of relationship building with both internal and external customers.
• Strong analytical and problem-solving skills.
• Proven data analytics identifying actionable insights.
• Expertise in organizational design and development.
• Experience in talent development programs and processes.
• Excellent oral, written and interpersonal communication skills.
• Ability to handle employee conflicts and differences by interpreting verbal/ non-verbal behavior, detecting perceptions and needs of employees, understanding and valuing employee differences.
• Demonstrated business acumen and the ability to understand business strategy and goals.

Who you are

A creative, agile, and highly motivated human resources professional seeking to enhance your HR experience and gain some meaningful professional growth. Apply today if you want to go further in your career and have the following:

• A strong work ethic and (initiative)
• Ability to work independently or as part of a team
• Ability to work in a fast-paced environment

How you will thrive and create an impact

As the Sr HR Manager, you will work effectively across a highly matrixed environment, engaging and aligning with business leaders, and HR centers of excellence (COE) to identify gaps and opportunities, and develop winning people solutions.

• Implement/translate company-wide HR strategy to partner with both senior leadership and local management.
• Support business initiatives and growth, as a leader and hands-on business partner, providing coaching to people leaders and associates within Avantor.
• Provide guidance and counsel regarding associate retention and participates in local initiatives related to retention and engagement.
• Understand business strategy, identifies recruiting needs, partners with Talent Acquisition to develop and execute recruiting strategies to hire and retain top talent to meet business needs.
• Lead workforce planning initiatives and participate in recruitment events. Ensures on-site leadership teams are trained in recruiting and interviewing procedures and that on-boarding is consistent and meaningful.
• Communicate and implement various HR initiatives throughout the year promoting Avantor\'s talent and performancemanagement philosophy. Works with leaders on goal setting, providing appropriate feedback during performance appraisals, and assists in creating individual development plans in support of a performance driven culture.
• Align global business strategies with HR strategies and initiatives, understand business challenges, explore alternative solutions, and recommend best-fit solutions. Drives alignment of HR processes with the goals of the US Commercial Sales business unit.
• Partner with leaders to identify human capital needs and opportunities; develops programs, tools, and techniques to meet those needs and to strengthen organizational performance. Participates in business leadership meetings to identify HR implications relative to business strategy.
• Lead and conducts performance analyses to determine individual and organizational gaps. Analyzes a broad spectrum of data and identifies trends. Develops targeted interventions and development strategies to address gaps.
• Manage the rollout of Corporate and Operations programs, policies, and initiatives to ensure consistent implementation and application of programs.
• Analyze employee/operational data (turnover, staffing, talent management, employee survey, compensation-related, etc.) to proactively identify areas of concern. Works with managers to address issues. Creates workforce plans to identify and address the talent acquisition, development, and retention objectives (e.g., diversity).
• Coach managers on assessing and developing talent and recommends actions to build organizational bench strength for management positions. Act as a resource to associates and managers on career development. Manage multiple employee processes including talent review, performance review and calibration processes.
• Ensure compliance with all labor and employment laws.
• Facilitate collaborative problem-solving strategies to resolve employee relations\' issues through effective communication with all levels of associates.
• Assist management team in developing skills to manage human resources more effectively through modeling, coaching, instruction, and training.

Disclaimer: The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees assigned to this position. Avantor is proud to be an equal opportunity employer.

EEO Statement:

We are an Equal Employment/Affirmative Action employer. We do not discriminate in hiring on the basis of sex, gender identity, sexual orientation, race, color, religious creed, national origin, physical or mental disability, protected Veteran status, or any other characteristic protected by federal, state/province, or local law.

If you need a reasonable accommodation for any part of the employment process, please contact us by email at and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address.

For more information about equal employment opportunity protections, please view the , , and .

3rd Party Non-Solicitation Policy:

By submitting candidates without having been formally assigned on and contracted for a specific job requisition by Avantor, or by failing to comply with the Avantor recruitment process, you forfeit any fee on the submitted candidates, regardless of your usual terms and conditions. Avantor works with a preferred supplier list and will take the initiative to engage with recruitment agencies based on its needs and will not be accepting any form of solicitation.

We are an Equal Employment/Affirmative Action employer. We do not discriminate in hiring on the basis of sex, gender identity, sexual orientation, race, color, religious creed, national origin, physical or mental disability, protected Veteran status, or any other characteris