Corporate Human Resources Manager

Corporate Human Resources Manager

Position Summary

The Corporate Human Resources Manager is a national HR role reporting to the Vice President of Human Resources. This position partners closely with operational and functional teams to advance enterprise HR strategy, strengthen HR effectiveness and drive consistent execution across the organization's geographic markets.

This role operates at both a strategic and tactical level, connecting enterprise HR priorities to business needs and translating strategy into actionable programs, processes, workstreams and measurable outcomes. The Corporate HR Manager provides insight and recommendations to functional leadership, identifies trends and opportunities across the organization, and helps shape solutions that support business and workforce priorities.

In addition to strategic partnership, the role provides tactical oversight of HR processes, procedures and operating practices, ensuring that enterprise initiatives are effectively implemented and sustained across the regions. The position leads special projects and cross-functional workstreams, manages project plans and deliverables, and brings structure, accountability and follow-through to complex HR initiatives.

The Corporate HR Manager serves as a key connector between Corporate HR and the regional businesses. Success in this role requires the ability to move comfortably between strategy and execution, influence without direct authority, understand the differences across geographic markets and build solutions that are scalable while remaining responsive to business needs.

Key Responsibilities

Enterprise HR Strategy and Business Partnership

• Partner with the Vice President of Human Resources and leadership teams in the development and execution of enterprise HR strategy and priorities.
• Translate business strategy, organizational priorities and workforce needs into HR priorities, recommendations and actionable plans.
• Provide insight and perspective on emerging workforce trends, organizational needs, HR risks and opportunities across the regions.
• Partner with regional HR leaders to understand business needs and incorporate regional perspectives into enterprise HR strategies and solutions.
• Help identify opportunities to strengthen organizational effectiveness, employee experience, talent, leadership capability and HR service delivery.
• Develop recommendations and alternatives for HR leadership consideration, using business data, HR insights and stakeholder input.
• Serve as a thought partner to HR leadership while maintaining appropriate partnership and alignment with regional HR teams.
• Help ensure enterprise HR strategy is translated into practical actions that can be effectively implemented across diverse geographic markets.

Enterprise HR Programs and Initiatives

• Lead or support the design, development and implementation of enterprise HR programs aligned with organizational strategy and priorities.
• Coordinate cross-functional and cross-regional activities required to successfully implement HR initiatives.
• Support talent acquisition and performance management based on business needs, stakeholder feedback, data and results.
• Identify opportunities to simplify, standardize and scale HR programs and practices across the organization.
• Support change management and stakeholder engagement to drive understanding, adoption and sustained execution.

HR Tactical Oversight, Processes and Procedures

• Provide corporate-level tactical oversight of HR processes, procedures and operating practices.
• Evaluate the effectiveness of HR processes and identify opportunities to improve consistency, efficiency, controls and the employee and manager experience.
• Partner with regional HR teams to identify process gaps, clarify requirements and improve execution.
• Support the development, documentation, implementation and continuous improvement of HR processes, procedures, tools and resources.
• Establish clear workflows, roles, responsibilities and operating expectations for enterprise HR processes.
• Monitor execution of key processes and identify areas requiring additional guidance, training, communication or intervention.
• Partner with appropriate Corporate functions to ensure HR processes are aligned with broader business requirements, systems and risk considerations.

Workstream and Project Management

• Lead enterprise HR workstreams and special projects from concept and planning through implementation and sustainment.
• Develop project plans, milestones, deliverables, dependencies, resources and accountability measures.
• Coordinate cross-functional and cross-regional stakeholders to ensure timely and effective execution.
• Monitor project progress, identify risks, dependencies and barriers, and develop solutions or escalate issues as appropriate.
• Provide regular status updates, reporting and recommendations to leadership.
• Ensure project outcomes remain aligned with strategic objectives and business priorities.
• Establish appropriate measures to evaluate project effectiveness and sustainment.

Regional HR Partnership and Alignment

• Serve as a key connector between Corporate HR, regional HR, shared service partners, and other key stakeholder teams across the country.
• Build trusted relationships with HR leaders and facilitate alignment around enterprise priorities.
• Provide guidance and coordination to regional teams regarding implementation of corporate HR programs, processes and initiatives.
• Gather regional feedback and business intelligence to inform enterprise HR strategy and program development.
• Identify common challenges and opportunities across regions and facilitate scalable solutions.
• Share effective practices across the organization while recognizing legitimate differences in business and geographic requirements.
• Influence outcomes and drive accountability without direct authority over regional HR teams.
• Escalate significant risks, inconsistencies or issues requiring leadership direction.

HR Analytics, Insights and Continuous Improvement

• Analyze HR data, trends and business information to identify workforce opportunities, risks and emerging issues.
• Support development and interpretation of enterprise HR metrics, dashboards and reporting.
• Translate data and observations into meaningful insights and recommendations for HR leadership.
• Monitor the effectiveness of HR programs, processes and initiatives and recommend improvements.
• Use data, stakeholder feedback and business results to support continuous improvement and informed decision-making.

Talent, Organizational Effectiveness and Workforce Initiatives

• Support enterprise talent management, succession planning, performance management, leadership development and workforce planning initiatives.
• Partner with regional HR teams to support consistent execution of enterprise talent and organizational effectiveness programs.
• Identify opportunities to strengthen organizational capability and workforce effectiveness across the business.
• Support enterprise initiatives designed to improve employee engagement, retention, development and organizational performance.

Employee Relations, Compliance and Risk

• Partner with regional HR teams and appropriate Corporate functions on employee relations, compliance and employment-related matters.
• Support consistent application and interpretation of HR policies and practices.
• Identify potential HR risks, process gaps and areas of inconsistency and appropriately escalate concerns.
• Support enterprise HR audits, compliance reviews and risk-management initiatives.
• Assist with development, review and implementation of HR policies and procedures.

Communication and Change Management

• Develop and coordinate communications supporting enterprise HR strategies, programs, processes and initiatives.
• Ensure corporate HR messages are clear, consistent and appropriately adapted for regional audiences.
• Develop communication and change management approaches that support successful implementation and adoption.
• Help leaders and HR teams understand the business rationale, expectations and desired outcomes associated with enterprise HR initiatives.

Qualifications

• Bachelor's degree in Human Resources, Business Administration or a related field.
• 7+ years of progressive HR experience, preferably within a complex, multi-location or decentralized organization.
• Experience partnering with senior HR leaders and supporting enterprise HR strategies, programs or initiatives.
• Demonstrated experience managing cross-functional projects, workstreams and enterprise initiatives.
• Strong technical knowledge of core HR practices, processes and employment-related requirements.
• Demonstrated ability to connect business strategy to HR solutions and translate strategy into execution.
• Strong process orientation and demonstrated ability to identify gaps and improve HR practices and operating effectiveness.
• Demonstrated ability to influence stakeholders and drive accountability without direct authority.
• Strong analytical, project management, organizational and communication skills.
• Ability to manage multiple strategic priorities, projects and operational workstreams simultaneously.
• Strong business judgment, problem-solving skills and ability to appropriately assess and escalate risk.
• HR certification such as SHRM-CP, SHRM-SCP, PHR or SPHR is preferred.

Core Competencies

• Strategic HR Thinking
• Business Acumen
• Enterprise Perspective
• Strategic and Tactical Execution
• Project and Workstream Management
• Process Improvement
• Influence Without Authority
• Stakeholder Management
• Analytical Thinking and Insight
• Problem Solving and Judgment
• Change Management
• Communication
• Collaboration Across Geographies
• Operational Discipline

Scope and Level

This is a national corporate HR Manager role with responsibility for supporting enterprise HR strategy and execution across multiple geographic markets. The position reports to the Executive Vice President and works in close partnership with HR leadership and operational teams.