Senior Manager, Human Resources

Beacon Roofing Supply · Belvidere · $115,000 (stated in the posting)

QXO is a leading distributor and installer of building products serving an $800 billion market. The company’s mission is to modernize the building products industry through advanced technology and a best-in-class customer experience. QXO is North America’s largest distributor and installer of insulation, the second-largest distributor of roofing products, the second-largest publicly traded distributor of lumber and building materials, and the largest distributor of waterproofing products. The company is targeting $50 billion in annual revenue within the decade through accretive acquisitions and organic growth. For more information, visit QXO.com.

What you'll do:

As a Senior Manager, Human Resources at QXO, you’ll serve as a senior HR partner to business leadership, developing and executing people strategies that support organizational performance, employee engagement, and business growth. You’ll provide leadership across employee relations, talent management, organizational effectiveness, workforce planning, and change while ensuring HR programs and practices are effectively implemented across assigned business areas. You’ll also lead and develop HR professionals, provide guidance on complex employee and organizational matters, and partner with HR Centers of Excellence to deliver scalable people solutions.

Strategic HR Partnership

Serve as a senior HR advisor to business and functional leaders
Develop and execute HR strategies aligned with business priorities and organizational objectives
Build strong relationships with leaders to understand operational, organizational, and talent needs
Translate business strategies into actionable workforce and people plans
Provide guidance regarding organizational structure, workforce planning, talent, and employee matters
Identify workforce risks and opportunities and develop appropriate recommendations
Use business and people insights to influence leadership decisions
Ensure HR strategies effectively support both short- and long-term business requirements

Employee Relations and Risk Management

Provide leadership and guidance on complex employee relations matters
Oversee or conduct significant workplace investigations
Advise leaders regarding performance management, corrective action, employee conduct, and workplace concerns
Partner with Legal and other stakeholders regarding sensitive or higher-risk employee matters
Ensure employee issues are addressed consistently and according to company policies
Identify employee-relations trends and develop proactive solutions
Maintain appropriate documentation and confidentiality

Talent and Organizational Effectiveness

Lead talent-management and succession-planning activities across assigned business areas
Partner with leaders to identify critical roles, talent gaps, and development priorities
Support organizational design and restructuring initiatives
Lead performance-management and talent-review processes
Develop strategies to strengthen employee engagement, retention, and leadership capability
Partner with Learning and Development regarding leadership and employee-development programs
Support change-management initiatives associated with organizational transformation
Coach leaders on building high-performing and accountable teams

Workforce Planning and Talent Acquisition

Partner with leadership and Talent Acquisition to develop workforce plans
Evaluate current and future talent requirements based on business strategy
Identify organizational capability gaps and recommend appropriate solutions
Support strategic hiring and talent decisions
Monitor turnover, staffing, and workforce trends
Partner with Compensation on organizational levels, job structures, and compensation considerations
Support succession planning and internal mobility initiatives

HR Program Execution

Partner with Compensation, Benefits, Talent Acquisition, Learning and Development, HR Operations, and other HR teams
Ensure enterprise HR programs are effectively implemented within assigned business areas
Provide business insight to inform development and improvement of HR programs
Lead significant HR projects and initiatives
Support annual compensation, performance, engagement, and talent processes
Ensure leaders and employees receive clear communication regarding HR programs and changes

People Analytics

Analyze workforce metrics, trends, and organizational data to identify risks and opportunities
Monitor headcount, turnover, retention, engagement, talent, and other key people metrics
Develop insights and recommendations based on workforce data
Provide leadership with clear visibility into organizational health and workforce trends
Establish and monitor HR-related action plans and outcomes
Use data to measure effectiveness of HR programs and people strategies

HR Team Leadership

Lead, coach, and develop HR Managers, Associate Managers, Associates, or other assigned HR professionals
Establish clear priorities and performance expectations
Build HR capabilities through coaching, training, and career development
Promote cross-training and knowledge sharing
Conduct performance evaluations and support succession planning within the HR team
Foster a collaborative, responsive, business-focused, and high-performing HR organization

Compliance and Governance

Ensure HR practices align with company policies and applicable employment requirements
Maintain awareness of changes in employment law and workforce regulations
Partner with Legal and HR leadership to manage employment risk
Ensure appropriate documentation and HR controls are maintained
Support HR audits and compliance activities
Promote consistent and equitable application of HR policies and practices

Transformation and Continuous Improvement

Identify opportunities to improve HR processes, employee experience, and organizational effectiveness
Lead HR process and service improvements
Support HR technology implementations and enhancements
Develop scalable HR practices that support organizational growth
Provide HR leadership for acquisitions, integrations, reorganizations, and other significant business changes
Support integration of employees, policies, processes, and organizational structures as applicable
Lead additional strategic HR initiatives and projects as assigned

What you'll bring:

Broad and deep Human Resources expertise
Proven experience serving as a strategic HR partner to business leaders
Strong employee-relations and employment-risk management capabilities
Demonstrated people leadership and employee-development skills
Strong talent-management, organizational-development, and workforce-planning expertise
Excellent business acumen and ability to understand operational priorities
Strong judgment and ability to navigate complex and sensitive employee matters
Excellent executive communication, coaching, and influencing skills
Ability to build credibility and relationships across organizational levels
Strong analytical capabilities and ability to use workforce data to drive decisions
Strong organizational, project-management, and change-management skills
Ability to operate effectively within a large, complex, and rapidly evolving organization
High level of discretion, integrity, and confidentiality

Preferred Qualifications

Bachelor's degree in Human Resources, Business Administration, or a related field required
8+ years of progressive Human Resources experience preferred
3+ years of HR leadership or people-management experience preferred
Significant HR Business Partner or HR Generalist leadership experience
Demonstrated experience managing complex employee-relations matters
Experience with talent management, succession planning, organizational design, and workforce planning
Experience partnering with senior business leaders
Experience within a large, multi-location, distribution, manufacturing, construction, or similarly complex organization preferred
M&A, organizational integration, or significant change-management experience is a plus
Strong HRIS and people-analytics experience
SHRM-SCP, SPHR, or other advanced HR certification preferred

Work Environment and Requirements

Work is performed across corporate, office, branch, distribution, and operational environments depending on assigned business areas
Frequent interaction with senior leaders, managers, employees, and HR partners
Regular computer, analytical, presentation, and collaborative work
Ability to maintain confidentiality of highly sensitive employee and business information
Travel to company locations may be required
Required PPE must be worn when entering designated operational environments
Extended hours may occasionally be required to support significant employee matters, acquisitions, integrations, reorganizations, or other business priorities

What you'll earn

401(k) with employer match
Medical, dental, and vision insurance
PTO, company holidays, and parental leave
Paid training and certifications
Legal assistance and identity protection
Pet insurance
Employee assistance program (EAP)

QXO is an Equal Opportunity Employer. We value diversity and do not discriminate on the basis of race, color, religion, gender or sexual orientation, national origin, age, disability, or any other protected status.

To comply with Pay Transparency laws, employers must disclose an annual salary range. Actual offers depend on factors such as location, experience, skills, and market data. This position may also offer variable compensation

Salary Range:

USD $115,000.00 - USD $160,000.00 /Yr.