Senior Human Resources Manager (Personal Services)

Major Areas of Responsibility/Essential Functions:

• Serve as a primary partner and consultant to business leaders & employees on all employee relations issues
•  Participate in strategic workforce planning sessions and support change implementation, including but not
  limited to impact analysis, execution and communication
• Provide counsel and thought partnership to leaders regarding employee performance, coaching and
  counseling, individual and team behavior, and cultural adaptation/alignment
•  Drive engagement and leverage the diverse inclusion of talent at all levels of the organization by diving deep
  to understand business goals, constraints, strengths, and opportunities
• Oversee the performance management process, ensuring a consistent approach across the business that
  emphasizes individual development and regular and dynamic coaching and feedback
• Assist and support the administration of talent reviews and succession planning processes as well as
  development plans and execution
• Partner with leaders to create and/or update job descriptions to ensure accurate reflection of job duties and
  required training/experience
• Manage and evaluate requests regarding title and compensation changes ensuring alignment with our long-term
  business strategy
• Identify and recommend development programs that narrow competency gaps and enable the organization
  to achieve its strategic goals
• Review and analyze exit interview and employee relations quantitative and qualitative data, follow up with
  leaders as needed and recommend changes to programs/policies to ensure legal compliance and to further
  enhance the employee experience
• Design, manage and facilitate new employee functional and cultural onboarding.
• Own employee communication design, messaging and timeline management for internal projects; creating
  and publishing a variety of materials such as presentations, intranet content, etc.

Specific Responsibilities:

• Ensure compliance with Federal, State, and local employment and labor laws.
•  Manage core HR functions: talent acquisition, performance management, compensation and benefits,
  training, and employee relations.
• Write and update HR policies, procedures, job descriptions, and employee handbook.
•  Ensure completion of corporate mandated compliance training programs by all employees.
•  Conduct thorough and impartial investigations of employee misconduct. Recommend progressive discipline
  or other remedies to management. Seek advice of corporate legal counsel, as necessary.
•  Develop annual Affirmative Action Plan (AAP), communicate results to senior leaders, and monitor for
  ongoing compliance and enforcement.
•  Sponsor outreach programs that support local community service organizations.
• Initiate wellness events that improve employee personal and professional wellbeing.
• Promote reward and recognition programs that encourage employee engagement.
•  Maintain employee records via the company Human Capital Management system (UltiPro).

Qualifications:

• General knowledge of applicable employment laws and practices.
•  Experience in administering benefits and compensation programs.
• Knowledge of HR legal obligations regarding confidentiality.
• Excellent written, oral, and interpersonal communication skills.
• Ability to exercise independent judgment and make decisions within established parameters.
• Superb verbal and written communication skills
•  Strong organizational and planning skills with the ability to work independently
• Demonstrated ability and experience in consulting as a business partner
• Strong business acumen with outstanding interpersonal skills
• Ability to influence at all levels of the organization with proven negotiation, conflict resolution, influencing
  and stakeholder management skills
• Ability to organize and track quantitative data, identify trends, and provide actionable recommendations
•  High level proficiency in Microsoft Product Suite

Education and Experience: Bachelor's Degree, or equivalent, in Human Resources Management or related
course of study, and a minimum of 5 years of progressive leadership experience in HR positions.

Physical Demands: None specified

About Hansen: Founded in 1982, we are a leading provider of industrial refrigeration valves and controls to
customer such as Tyson Foods, Conagra, Kraft, Nestle and more for safe and efficient operation of large food
processing and cold storage warehouses globally. Our “Who First” athletic talent development foundation is
helping drive an exciting growth trajectory for our business via both share gain and market expansion via
innovative products that address very high value unmet needs at our customers. This has allowed us to
continue to grow our profitability despite the pandemic while continuing to invest in our talent and innovation
initiatives. We are a wholly owned subsidiary of Roper Technologies. More information about our parent and
Hansen are available at www.hantech.com and www.ropertech.com

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c) Human Resources