Global Senior Manager, HR Programs & HR Business Partner

Job Overview

Location: Harrisburg, PA (hybrid role – min. 3 days/week on-site)

The Channel Business Unit offers a coordinated, global approach to support all TE Business Units, end-customers, and distribution partners. Channel distribution accounts for about 20% of TE’s overall revenue, which translates to more than 3 billion USD per year. The Channel Business Unit is comprised of approximately 650 highly-engaged team members working across 33 countries in 3 main functions – distribution sales, customer solutions, and commercial excellence. Channel is dedicated to fostering a dynamic, diverse and inclusive, and innovative workplace. 
Channel Business Unit is now looking for a Global Senior Manager, HR Programs & HR Business Partner that will help drive Business Unit’s talent strategy design and deployment, boost employee engagement, and govern organizational development initiatives. The Global Senior Manager, HR Programs & HR Business Partner will be an integral part of shaping the employee experience and a vital partner to business leaders, providing guidance on human resources policies, practices, and programs. He/she will work closely with Business Unit’s leadership and TE’s HR Centers of Excellence and Regional HR Partners to align HR initiatives with business goals, support employee development and engagement, ensure HR programs’ governance and effectiveness. The Global Senior Manager, HR Programs & HR Business Partner will drive change management undertakings, oversee performance management, talent acquisition, succession planning and total rewards processes as well as ensure they are compliant, efficient, and continuously optimized.

Key Areas of Focus:

HR Programs & Process Governance:

• Actively participating in the design, leading implementation, and ongoing management of key HR programs (e.g., performance management, leadership development, succession planning, compensation review cycles) to ensure they are executed in alignment with the company's objectives and comply with organizational standards.
• Evaluating, streamlining, and continuously improving HR processes to enhance efficiency, reduce complexity, and align with internal and external best practices. Ensuring HR programs are scalable, compliant, and adaptable to changing business needs. Addressing gaps or inefficiencies promptly and proposing corrective actions where necessary.
• Developing and tracking KPI’s and other performance metrics for HR programs. Ensuring that all on-going initiatives are effectively measured and that the KPI’s help make well-informed business decisions as well as that they are used to drive improvements and measure success.
• Championing the culture of continuous improvement within HR by evaluating and adopting new practices, technologies, and innovations that could enhance the effectiveness of HR programs and processes across the organization.

HR Business Partnering:

• Organizational Design: Helping to translate business strategy into organizational development agenda, ensuring structure optimization, team dynamics, and overall effectiveness.
• Workforce Planning: Supporting business leaders in assessing organizational and talent needs as well as developing plans to strengthen workforce, organizational capabilities and build talent pipeline for critical roles.
• Talent Acquisition and Onboarding: Partnering with Talent Attraction to ensure that top-tier talent is identified, recruited, and successfully onboarded. Continuously refining the talent acquisition process to meet the evolving needs of the business.
• Succession Planning: Participating in periodic leadership reviews and succession planning initiatives to ensure that the organization is prepared for the future by developing internal talent to fill key roles.

What your background should look like:

HR Business Partnering cont'd.

• Talent Management: Partnering with business leaders in driving talent development initiatives. Supporting through spot-on training programs that build leadership capabilities, employee skills, and overall organizational effectiveness.
• Leadership Coaching: Coaching and developing leaders in effective management practices, employee development, and driving high-performance teams. Facilitating selected leadership workshops.
• Performance Management: Ensuring that all stages of the annual performance management process are completed timely and as per the corporate guidance. Coaching people leaders on goal setting, providing feedback, employee development, performance evaluation and addressing low performance.
• Change Management: Guiding the organization through significant change processes and implementing strategies that support smooth transitions during organizational shifts.
• Metrics Management: Creating and proactively utilizing HR metrics and analytics to drive decision-making and improve business outcomes. Providing reports on employee trends, engagement, and other key performance indicators.
• Employee Experience & Engagement: Monitoring the work environment and taking proactive steps to improve employee engagement. Coordinating employee engagement surveys and supporting people leaders to address key action points to improve employee experience.
• Total Rewards Administration: Advising people leaders on compensation and benefits strategies to ensure market competitiveness, internal equity, and alignment with the company’s overall Total Rewards strategy. Providing employees with the necessary up-dates related to pay and benefits changes. Supporting coordination of the annual total rewards programs such as compensation planning and incentive plan administration.
• Employee Relations: Acting as a trusted advisor for both employees and managers, providing guidance on conflict resolution, and complex employee relations issues while maintaining confidentiality and integrity.

Qualifications:

Education:

    
Required: Bachelor's degree in a related field

Preferred: Master’s degree in human resources, business administration, or a related field

Experience:

At least 7 years of proven and progressive HR experience in a fast-paced environment, with a strong focus on HR business partnership, talent management, employee relations, organizational development, HR program/project governance and continuous improvement

Capabilities:

• Deep knowledge of key HR processes and programs, policies and best practices
• Coaching, counseling, and influencing of business leaders in the areas of organization development, employee relations, performance management, and career development
• Strong experience in HR programs’ governance, process optimization and leading changes
• Exceptional analytical skills, proven ability to diagnose issues and drive appropriate solutions; experience with HR analytics
• Strong problem-solving and decision-making abilities
• Excellent interpersonal and written as well as oral communication skills; ability to confidently present at and facilitate leadership meetings/discussions 
• Demonstrated ability to build relationships and credibility at all levels of the organization as well as influence and collaborate effectively with senior leaders and key stakeholders
• Proven managerial courage, self-confidence and ability to role model company values
• Proficiency with HRIS systems and Microsoft Office
• Travel 10-25%
   

Competencies