HR Manager: IV (Lead)-

In addition to providing HR partnership to leadership teams, the role will lead and support high-impact initiatives including organizational design, business transformation, workforce planning, mergers and acquisitions, integrations, leadership development, and scalable HR solutions that enable long-term success. Reporting to the Senior Director, Human Resources, North America, this role is responsible for aligning talent, organizational, and workforce strategies with business priorities to accelerate growth and strengthen organizational capability.

HR Manager: IV (Lead) 
3 Waterway Square Pl#1000, The Woodlands,  TX – 77380 (hybrid work schedule, 3 days in office during the week. 8-5pm.)
4+ Months Contract

 
Primary Purpose:
The Senior Human Resources Manager, Ingredients & Specialties serves as a strategic HR Business Partner to Director-level leaders across the North American I&S organization. Reporting to the Senior Director, Human Resources, North America, this role is responsible for aligning talent, organizational, and workforce strategies with business priorities to accelerate growth and strengthen organizational capability.
 
This position offers a unique opportunity to sit at the intersection of business strategy and people strategy. In addition to providing HR partnership to leadership teams, the role will lead and support high-impact initiatives including organizational design, business transformation, workforce planning, mergers and acquisitions, integrations, leadership development, and scalable HR solutions that enable long-term success.
 
The ideal candidate thrives in fast-paced, evolving environments, enjoys solving complex organizational challenges, and is energized by building the people capabilities that drive business performance.
 
Key Responsibilities

Responsibilities (% of time may vary by country or region)

% of Time for each (must total 100%)

Strategic Business Partnership Serve as a trusted advisor to Director-level leaders across the Ingredients & Specialties organization. Partner with business leaders to align talent strategies with growth objectives, organizational priorities, and workforce needs. Influence organizational and talent decisions by providing thoughtful insights, data-driven recommendations, and strategic HR expertise. Identify people-related risks and opportunities and develop proactive solutions that support business performance.   Organizational Design & Business Transformation Lead organizational design initiatives that improve effectiveness, scalability, and alignment to business strategy. Support divisionalization and organizational transformation efforts across the I&S business. Facilitate workforce planning activities to ensure the organization has the capabilities needed for future growth. Partner with leaders to evaluate organizational structures, spans of control, role clarity, and team effectiveness. Drive change management activities that enable successful implementation of business and organizational changes.   Mergers, Acquisitions & Integrations Support HR due diligence efforts for acquisition opportunities. Partner with business and HR leaders to execute employee integration plans, including organizational design, talent assessment, communication planning, onboarding, and culture integration. Identify workforce-related risks and opportunities associated with acquisitions and organizational transitions. Help ensure a positive employee experience throughout periods of transformation and change.   Talent & Leadership Development Lead talent review and succession planning activities for critical leadership and key talent populations. Provide coaching and consultation to leaders on performance management, career development, employee engagement, and leadership effectiveness. Partner with Talent Management and Learning teams to build strong leadership pipelines and accelerate talent development. Help leaders create high-performing teams that support both current business objectives and future growth.   Strategic HR Projects & Scalable Solutions Lead enterprise and business-specific HR projects that support organizational growth and operational excellence. Design scalable HR processes and programs that improve consistency, efficiency, and employee experience. Partner across HR Centers of Excellence to implement talent acquisition, total rewards, performance management, talent management, and inclusion initiatives. Drive continuous improvement efforts that simplify processes and strengthen organizational effectiveness.   Employee Relations & Risk Management Provide guidance on employee relations matters, performance concerns, policy interpretation, investigations, and compliance. Partner with legal and labor relations teams as needed to address complex employee issues. Ensure HR practices are compliant with applicable regulations and aligned with company values and policies.

25%                   20%                         10%                   15%                   15%                       15%

 
Education/Experience/Training/Certifications – Required

Bachelor's degree in Human Resources, Business, Organizational Development, Psychology, or a related field. 8+ years of progressive Human Resources experience with demonstrated growth in responsibility and scope. HR Business Partner experience supporting senior leaders in commercial, sales, marketing, operations, corporate, or business-facing functions. Experience leading strategic HR initiatives, organizational design efforts, workforce planning, or change management programs. Demonstrated ability to influence leaders and drive outcomes in a complex, matrixed environment. Strong business acumen with the ability to connect people strategies to business performance.

 
Education/Experience/Training/Certifications – Desired

Experience supporting mergers, acquisitions, integrations, or large-scale business transformation initiatives. Experience in specialty chemicals, ingredients, industrial distribution, manufacturing, or related industries. Experience partnering with commercial organizations and revenue-generating functions. SHRM-SCP, SPHR, CHRL, or equivalent HR certification. Exposure to both US and Canadian employment practices