Global Senior Manager, HR Programs & HR Business Partner

At TE, you will unleash your potential working with people from diverse backgrounds and industries to create a safer, sustainable and more connected world. 

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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