Senior Manager, Human Resources

The Senior Human Resources Manager, Supply Chain serves as a strategic HR leader and trusted advisor to Supply Chain leadership, translating business priorities into practical people strategies that improve organizational performance, workforce capability, and employee engagement.

This role leads the delivery of HR strategies across supply chain operations, including workforce planning, talent management, organizational effectiveness, leadership development, employee relations, performance management, and change management. The Senior HR Manager combines strong business and operational acumen with HR expertise and uses workforce data and insights to anticipate organizational needs, mitigate risk, and improve business outcomes.

The position also provides leadership to the HR team supporting assigned supply chain functions and/or locations and partners closely with HR Centers of Excellence to ensure consistent and effective execution of enterprise people programs.

1. →Strategic HR Partnership
   Serve as a trusted advisor to Supply Chain leaders, developing and executing people strategies aligned with operational, financial, customer, and growth objectives.
2. →Workforce Planning
   Lead short- and long-term workforce planning, including labor requirements, organizational capabilities, critical roles, succession risk, staffing strategies, and productivity considerations.
3. →Talent Management & Succession
   Partner with the leadership development to lead talent reviews, succession planning, leadership development, performance management, and development planning to strengthen the supply chain leadership pipeline and critical capabilities.
4. →Employee Relations
   Provide leadership and guidance on complex employee relations matters, ensuring fair, consistent, timely, and legally compliant resolution while balancing employee and business needs.
5. →Change Management
   Lead the people aspects of significant operational and organizational change, including restructuring, technology implementation, process transformation, facility changes, and evolving workforce requirements.
6. →HR Analytics & Insights
   Analyze workforce metrics and trends, including turnover, absenteeism, staffing, engagement, performance, talent movement, and labor costs, translating insights into actionable recommendations.
7. →Employee Experience & Engagement
   Partner with leaders to identify opportunities to improve employee engagement, retention, communication, leadership effectiveness, and the overall employee experience.
8. →HR Program Execution
   Partner with HR centers of excellence to deliver integrated solutions that address business and workforce priorities.
9. →Compliance & Risk Management
   Promote consistent application of employment policies and practices and proactively identify and address employee relations, compliance, and workforce risks.

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent relevant experience.

• 8+ years of progressive Human Resources experience.
• Significant experience serving as an HR business partner to operational or business leaders.
• Demonstrated experience with employee relations, talent management, workforce planning, performance management, and organizational effectiveness.
• Experience influencing and coaching leaders at multiple organizational levels.
• Demonstrated ability to manage complex priorities in a fast-paced operating environment.

• HR leadership experience within supply chain, manufacturing, distribution, logistics, warehousing, fulfillment, transportation, or similarly complex operations.
• Experience leading HR professionals.
• Experience supporting significant organizational transformation or operational change.
• Experience using workforce analytics to influence business decisions.

• Competitive salary and bonus package

• Comprehensive benefits package including medical, dental, and vision coverage.

•  401(k) retirement plan with company match

• Generous paid time off program

• Professional development and career advancement opportunities

   

Physical Demands/Work Environment:
The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• While performing the duties of this job, the employee may be regularly required to sit, stand, bend, reach and move about the facility.
• The environmental characteristic for this position is an office setting.
• Candidates should be able to adapt to a traditional business environment.

AAR provides accommodation in accordance with applicable laws through all stages of the hiring process. If you require accommodation for any part of the application and/or hiring process, please advise Human Resources.

The anticipated salary range for this position is $126,000 to $150,000 annually. This range reflects the base [pay / salary] for candidates who meet the requirements of the role, including experience, education, and location. In addition to base pay, this role is eligible for a bonus. AAR offers a competitive benefits package, including medical/dental/vision/life/and AD&D insurance, 401(k) savings plan with employer match, paid time off and holiday pay, as well as opportunities for professional development and growth.

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