Senior Manager, Human Resources

📋 Description

• • Serve as the strategic HR architect for assigned business units at Owens & Minor, translating complex business objectives into actionable people strategies that directly impact patient care worldwide. You will own the full HR lifecycle—from workforce planning to succession management—ensuring 14,000+ teammates are positioned to deliver life-saving products and services across 80 countries.
• • Partner shoulder-to-shoulder with senior executives to shape the vision, mission, structure, and culture of your business units. You will recommend, design, and facilitate large-scale organizational changes—such as post-merger integrations, site rationalizations, and digital transformations—while safeguarding the company’s 140-year legacy of compassionate care.
• • Lead a high-performing team of HR Business Partners, Generalists, and Analysts who deliver end-to-end HR services including employee relations, compensation, performance management, talent acquisition, and learning & development. You will mentor and upskill this team to operate as true strategic advisors rather than transactional processors.
• • Drive enterprise-wide consistency by building scalable process tools, templates, and playbooks that can be deployed across 40 distribution centers and multiple manufacturing sites in the U.S., Mexico, Thailand, Honduras, and Ireland. Your work will reduce redundancy, increase speed to insight, and create a unified teammate experience regardless of geography.
• • Own workforce analytics and gap analyses for your units—translating turnover trends, skills shortages, and labor cost data into predictive models that inform hiring, training, and retention strategies. You will ensure the right teammate is in the right role at the right time, minimizing reliance on costly temporary labor.
• • Collaborate with the Total Rewards Center of Excellence to design competitive salary structures, incentive plans, and recognition programs that attract critical clinical talent in a tight labor market. You will benchmark against global healthcare peers and ensure internal equity across diverse populations.
• • Partner with Talent Acquisition and Talent Management COEs to execute strategic workforce planning initiatives, including critical-skill pipelining, succession bench-strength analysis, and high-potential development programs. You will champion diversity, equity, and inclusion goals that reflect the communities we serve.
• • Lead change management for enterprise rollouts—such as new HRIS modules, safety protocols, or compliance mandates—using proven methodologies (ADKAR, Kotter, etc.) to secure leadership buy-in and frontline adoption. You will craft communication campaigns, training curricula, and feedback loops that accelerate ROI.
• • Provide proactive employee-relations counsel to executives and frontline managers, investigating complex concerns, mediating conflicts, and ensuring consistent application of policies across union and non-union environments. You will balance legal compliance with a human-centered approach that preserves trust.
• • Oversee the annual performance-management cycle, coaching managers to deliver candid feedback, set SMART goals, and differentiate rewards. You will calibrate ratings, identify top talent, and create development plans that reduce regrettable turnover and elevate patient outcomes.
• • Leverage strong business and financial acumen to quantify the ROI of HR initiatives—presenting dashboards, cost-benefit analyses, and scenario models to the CFO and business presidents. You will secure funding for pilots and scale programs that deliver measurable impact on EBITDA.
• • Foster a culture of continuous improvement by benchmarking against industry best practices, attending healthcare HR forums, and piloting emerging technologies (AI sourcing tools, predictive attrition models, VR learning). You will position Owens & Minor as an employer of choice in the global healthcare arena.