Manager, Human Resources

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Job Description

Role Overview
The Manager, Human Resources plans, prioritizes, and directs HR activities within an assigned department, business unit, or job family group. The role operationalizes HR strategy through day-to-day execution, coaching leaders, managing employee lifecycle processes, and ensuring effective delivery of HR services.
The position typically reports to a Director of Human Resources, HR Business Partner leader, or equivalent senior HR role, and manages a team of HR professionals or specialists.

Key Responsibilities
HR Operations & Service Delivery

Achieve operational and functional HR targets with direct impact on departmental and job family outcomes
Establish and execute day-to-day objectives and short-term operational plans for HR service delivery
Ensure consistent application of HR policies, procedures, and programs across the workforce

Talent & Performance Management

Support implementation of talent acquisition, onboarding, performance management, and development processes
Partner with leaders to address workforce planning, succession, and development needs
Provide guidance to managers on performance management, coaching, and corrective actions

Employee Relations & Compliance

Lead resolution of difficult but moderately complex employee relations matters, applying judgment within established policy and legal frameworks
Ensure compliance with labor, employment, and workplace regulations
Partner with Legal or senior HR leadership on escalated employee issues as needed

HR Policy & Program Execution

Execute HR programs related to compensation, benefits, learning, engagement, and workforce initiatives
Drive moderate improvements to HR processes and practices to enhance effectiveness and employee experience
Support change management efforts associated with organizational or policy changes

Stakeholder Communication & Influence

Communicate with stakeholders within and occasionally outside the department, including managers and employees
Explain HR policies, practices, and procedures to leaders and team members
Influence consistent adoption of HR standards while addressing business-specific needs

People Leadership & Talent Management

Manage a team of HR professionals (typically three or more direct reports)
Assign work, set priorities, and review outputs to ensure delivery of operational objectives
Provide coaching, training, and performance feedback to develop team capability
Provide primary input into hiring, performance, promotion, and reward decisions for direct reports

Problem Solving & Continuous Improvement

Identify HR operational risks, inefficiencies, and improvement opportunities
Lead analysis and resolution of moderately complex HR challenges impacting multiple stakeholders
Apply discretion within defined operational boundaries to balance consistency, employee experience, and business needs


Qualifications
Education & Experience

Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent experience
Typically 5–7 years of progressive HR experience, including people leadership or significant functional/project leadership responsibility

Knowledge, Skills & Abilities

Practical and advanced knowledge of HR principles, employment practices, and HR operations
Experience leading teams and managing HR service delivery within a defined functional or business area
Strong problem-solving and decision-making skills, applying judgment within established frameworks
Clear, effective communication skills with the ability to explain policies, practices, and implications
Understanding of how HR activities influence organizational performance and employee outcomes

Management – M2

Organizational Impact
• Works to achieve operational, functional, and/or business targets within team with direct impact on departmental or job family results
• Delivers operational results that have impact on the immediate or short-term results (e.g., less than 1 year) for the department and/or job family group
• Plans and establishes goals and objectives for a team typically comprising of intermediate-level professionals and entry level professionals
Communication & Influence
• Communicates with parties within and occasionally outside of own department or job family, which may include external clients or partners depending upon the job area
• Requires ability to influence others outside of own job area on policies, practices and procedures
Innovation & Complexity
• Responsible for making moderate improvements of processes, systems, or products to enhance performance of the job area
• Problems are difficult and moderately complex and typically impact multiple departments or job family
• Problems are typically solved through drawing from prior experience and analysis of issues
Leadership & Talent Management
• Manages a team typically comprising of intermediate-level professionals and entry level professionals
• Leads, directs and reviews the work of team members in order to accomplish operational plans and results
• Typically has hiring, firing, promotion, and reward authority within own area, in accordance with manager review and approval
Knowledge & Experience
• Requires practical knowledge in leading and managing the execution of processes, projects and tactics within one job area
• Typically has advanced knowledge and skills within a specific technical or professional discipline with understanding of the impact of work on other areas of the organization
• Typically has a bachelor’s degree or equivalent professional certification and 5 years of prior relevant experience

Nidec will not accept unsolicited resumes from individual recruiters or third party recruiting agencies in response to Nidec job postings. No fee will be paid to third parties who submit unsolicited candidates directly to our hiring managers. Pre-approval from the Nidec Talent Acquisition team is required before any external candidate can be submitted and such candidate must be submitted to the Nidec Talent Acquisition team.