Sr Manager, HR Business Partners

Job Summary: The Sr. Manager of HR Business Partners will play a pivotal role in shaping and executing human resources strategies to support the company’s strategic goals. This role oversees a team of HR Business Partners who collaborate closely with various business units to align HR practices with organizational objectives, ensuring employee engagement, operational excellence, and talent development. The Sr. Manager will act as a trusted advisor to senior leadership, fostering an environment of innovation, strategic alignment, and continuous improvement across AAON’s operations. Specifically, this role will support manufacturing executive leadership to ensure effective workforce planning activities are facilitated across all locations. This role works very closely with the Director of HR Operations and facilitates partnerships across HR disciplines to deliver value-added service to management and employees that reflects the business objectives of the organization.

Essential Job Duties and Responsibilities:

• Executive Partnerships: Partner closely with manufacturing executive leaders on workforce strategies to support the organization’s goals. Collaborates closely with HRBPs who support site leaders and coordinate program and analytics reporting across all locations and represent the HRBP team at the Manufacturing Quarterly Business Review.
• Leadership and Team Management: Lead, mentor, and develop a team of HR Business Partners to deliver impactful, strategic HR solutions tailored to the needs of diverse business units and site locations. Solicits regular feedback from executive team on HRBP model effectiveness to coach and develop HR Business Partners.
• Strategic Planning: Collaborate with Director of HR Operations, senior leadership and business units to implement HR strategies that align with AAON’s overall goals, driving long-term growth and operational success.

• Internal Stakeholder and Executive Engagement: Ensures HR Business Partner team collaborates closely with HR COEs. Develop relationships with key executive team members to ensure the HR Business Partner model is effective and supporting their needs.
• Succession and Workforce Planning: Guide business leaders on best practices around workforce forecasting in a manufacturing environment as part of the unit production process. Develop and execute robust succession and workforce planning initiatives, ensuring AAON has a pipeline of skilled talent to meet both current and future business demands.
• Talent Management: Partner with Learning and Development and Human Resources on initiatives to attract, develop, and retain top talent while implementing effective strategies for employee development and succession planning across all levels of the organization.
• Organizational Development: Spearhead change management efforts around organizational design, and workforce planning to optimize operational efficiency and support business unit objectives.
• Supporting Strategic Objectives: Partner with business unit executives to understand their needs and provide support in achieving their strategic objectives through tailored initiatives and solutions.
• Performance management: Partner with executives and the Director of Learning and Development to define annual performance objectives, translate and cascade goals throughout the organization, and ensure delivery of performance objectives to enable high performing teams.
• Compensation Planning: Partner with executives and the Director of HR Operations to align compensation strategies and plans to ensure a high level of engagement and retention of top talent.
• Data-Driven Decision Making: Helps team leverage HR analytics and metrics to evaluate workforce needs, program effectiveness and recommend data-based improvements.

Compliance and Risk Management