Human Resources Manager

The Human Resources Manager acts as a strategic HR partner to assigned corporate functions, helping convert business priorities and enterprise people strategy into practical talent, organization, and employee experience solutions. This onsite role in Solon, OH focuses on anticipating workforce needs, strengthening leadership and talent pipelines, enabling transformation, and supporting an engaged, future-ready workforce.

People Strategy and Enterprise Alignment

• Develop and execute a 1- to 2-year people strategy for assigned corporate client groups aligned to business priorities and the One Operations HR Roadmap.
• Build a clear understanding of the business, operating model, priorities, and workforce risks to identify people implications and opportunities.
• Translate enterprise HR strategies, standards, and tools into actionable solutions for assigned client groups.
• Identify opportunities to standardize or scale solutions across One Operations while avoiding unnecessary duplication or customization.
• Coordinate delivery with HR Centers of Competence to maintain clear ownership, decision-making, and accountability.

Workforce Leadership, Talent, and Organizational Effectiveness

• Lead performance, talent, succession, development, and related employee lifecycle processes for assigned client groups, ensuring meaningful assessment of talent, readiness, mobility, and development actions.
• Assess current and future workforce capabilities and translate skill and leadership gaps into measurable workforce and development plans aligned to business priorities.
• Partner with One Ops Learning & Development to support scalable solutions for identified capability gaps.
• Strengthen individual and team effectiveness through coaching, talent insights, targeted development, and consistent application of Nestlé leadership expectations across performance, talent, succession, onboarding, and development.
• Partner with leaders on organization design, role clarity, spans and layers, workforce planning, governance, and ways of working aligned with business requirements.
• Promote inclusive and equitable talent and employment practices in partnership with leaders and HR Centers of Competence, meeting applicable equal employment, workforce representation, and compliance expectations.

Compensation, Planning, and Transformation

• Own compensation activities for assigned client groups, including salary administration, incentive plans, job analysis, and position planning, in partnership with the Compensation Center of Competence and within enterprise guidelines.
• Partner with Finance and business leaders to evaluate headcount and labor-cost implications of workforce plans and organizational decisions against approved budgets and financial targets.
• Translate strategic workforce plans into build, buy, borrow, develop, or organization design solutions, partnering with Talent Acquisition on critical-role recruiting, retention strategies, mobility, and knowledge transfer needs.
• Lead people and change strategy for organizational transformations, including impact and readiness assessments, stakeholder engagement, communications, leader enablement, adoption planning, and sustainment.
• Address barriers and resistance, reinforce desired behaviors, and monitor adoption using employee and leader feedback to adjust plans and achieve intended outcomes.

Employee Relations, Insights, and Compliance

• Interpret and apply HR policies and employment practices; manage employee relations matters and workplace investigations within defined responsibilities; ensure legal and company compliance, and escalate complex or high-risk matters to Employee Relations, Legal, or other partners.
• Identify patterns across employee matters and address systemic issues while championing fair, consistent, and compliant employee experiences.
• Use employee listening, workforce insights, and leader feedback to identify culture and employee experience opportunities, with clear ownership, monitoring, and closure.
• Build and maintain effective relationships with leaders, employees, and key partners across assigned client groups.
• Partner with leaders and HR Operations to maintain timely, accurate workforce data for decisions, reporting, and compliance.

Required Qualifications

• Bachelor’s degree in Human Resources, Organizational Development, Business, or a related field.
• 5 to 7+ years of progressive HR experience, including HR Business Partner or HR Generalist experience supporting leaders in a complex, matrixed organization.
• Demonstrated ownership of a people strategy or plan for an assigned function, division, or client group.
• Experience leading talent, succession, performance, and workforce planning processes with clear follow-through and outcomes.
• Experience coaching leaders through complex performance, talent, employee relations, or organizational decisions.
• Experience leading organization design, restructuring, integration, or significant change initiatives.
• Ability to use workforce and employee insights and cross-functional partnerships to diagnose issues, influence decisions, implement integrated solutions, and track outcomes.
• Working knowledge of applicable employment laws, HR policies, employee relations practices, and investigation principles.
• Strong business acumen, judgment, communication, problem-solving, stakeholder-management, and cross-functional leadership skills.
• Digital fluency using HR systems, analytics, and productivity tools to improve decision quality and efficiency.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.

Location and Work Authorization

• Location: Solon, OH (onsite)
• Visa Sponsorship: Not eligible for Visa Sponsorship

Compensation and Incentives

• Salary: USD 111,434.40 to USD 150,000.00 per year
• Bonus Eligibility: Yes

Benefits

• 401k with company match
• Healthcare coverage
• Performance-based incentives
• Competitive total rewards package