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Nortek Data Center Cooling · 3 days ago

Senior Human Resources Manager

United States

Full-time

Remote

Senior Level

7+ years exp

Nortek Data Center Cooling is a leading provider of cooling solutions for data centers, a rapidly expanding market driven by the rise of AI. The Senior HR Manager will serve as the strategic HR business partner, supporting a global employee population and driving talent strategies, organizational effectiveness, and employee engagement.

Commercial Real EstateConstructionManufacturingReal Estate

Responsibilities

Serve as the primary HR leader and consultant for functional leaders across Engineering, Finance, IT, Supply Chain, and Sales

Partner with the senior leadership team to develop and execute talent strategies aligned with business goals for the Data Center Cooling business

Use data and workforce insights to recommend organizational changes, identify capability gaps, and drive business performance

Partner closely with Talent Acquisition to ensure we’re deploying effective recruitment strategies across a variety of roles and geographies

Lead performance management processes, including coaching managers, talent reviews, succession planning, and development planning

Provide guidance on skill development, training needs, leadership capability, and career progression strategies

Serve as the primary escalation point for complex employee relations matters

Ensure fair and consistent application of policies while balancing business priorities and risk

Support initiatives that improve employee engagement, communication, and culture-building across distributed teams

Ensure compliance with regional employment laws and Nortek HR policies

Partner with payroll, benefits, and HR shared services to ensure accurate and efficient employee lifecycle processes

Maintain and enhance HRIS data integrity, analytics, and reporting for the business

Collaborate with leaders to develop workforce plans, define future organizational structures, and support hiring strategies

Guide change management efforts—communications, leadership alignment, and employee readiness—for business and systems changes

Provide structure and support for reorganizations, onboarding, mobility, and cross-border workforce considerations

Support annual compensation planning cycles, ensuring competitiveness and internal equity

Advise leaders on global compensation trends, job evaluation, and retention strategies

Qualification

HR Business PartneringEmployee RelationsOrganizational DevelopmentU.S. Employment LawLeadership CoachingTalent ManagementData AnalysisChange ManagementGlobal Compensation TrendsBusiness Acumen