Senior Manager of Human Resources

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  Strategic HR Leadership:
  • Partner with the executive team to align HR strategy with business objectives.
  • Lead the design, development, and execution of key HR initiatives, including talent acquisition, employee engagement, and succession planning.
  • Drive workforce planning and organizational development efforts to support future business growth.
  • Act as a strategic advisor to senior leadership on HR-related issues and contribute to long-term business planning.
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  Talent Management:
  • Oversee recruitment strategies to attract, hire, and retain top talent.
  • Lead initiatives for leadership development, coaching, and mentoring programs.
  • Ensure effective onboarding, training, and career development programs are in place to support employee growth.
  • Develop strategies to promote diversity, equity, and inclusion (DEI) across the organization.
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  Employee Relations & Engagement:
  • Foster a positive organizational culture, promoting employee engagement and job satisfaction.
  • Address complex employee relations issues, such as grievances, disciplinary actions, and conflict resolution.
  • Develop and implement employee engagement strategies that reflect the company's values and vision.
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  Compensation & Benefits:
  • Oversee the design, implementation, and administration of competitive compensation and benefits programs.
  • Ensure that the compensation structure is aligned with market benchmarks and internal equity.
  • Lead the evaluation and negotiation of benefits programs to provide value to employees and align with the company's financial objectives.
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  Compliance & Risk Management:
  • Ensure compliance with all relevant labor laws and regulations at the local, state, and federal levels.
  • Oversee the implementation and maintenance of HR policies, procedures, and practices.
  • Manage risk by implementing policies that promote a safe, healthy, and fair work environment.
  • Serve as the primary point of contact for legal and regulatory HR matters.
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  Performance Management:
  • Lead the design and implementation of performance evaluation systems that align with business goals.
  • Ensure that performance management practices are fair, transparent, and effective in fostering employee development.
  • Collaborate with managers to address performance issues and provide guidance on employee development plans.
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  HR Analytics & Reporting:
  • Leverage HR data and metrics to inform decision-making and support business objectives.
  • Provide regular reports on key HR metrics, including turnover, recruitment, and employee satisfaction.
  • Use data to identify trends and make recommendations for improvements in HR practices and policies.

MPI does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, marital status, or based on an individual's status in any group or class protected by applicable federal, state or local law. MPI encourages applications from minorities, women, the disabled, protected veterans and all other qualified applicants.