Senior HR Manager

Watts Water Technologies•Fort Worth, TX

9d•Onsite

About The Position

We’re Watts. Together, we’re reimagining the future of water. We feel proud every day about what we do. We're all part of the same crucial mission, no matter what function we support -- it's to provide safe, clean water for the world, and to protect our planet's most valuable resource. What we do: For 150 years, Watts has built best-in-class products that are trusted by customers in residential and commercial settings across the world. We are at the forefront of innovation, working with cutting-edge technology to provide smart and connected, sustainable water solutions for the future. Watts is a leading brand with a quality reputation — and we have a dynamic future ahead. Scope of Position: The Senior Human Resource Manager will serve as a strategic partner to the Watts Applied Solutions team, focusing on our brands located in Fort Worth, TX and Blauvelt, NY, driving initiatives in people strategy, talent development and organizational effectiveness. This role is instrumental in shaping workforce planning, accelerating talent acquisition and onboarding, and fostering skill development across teams. Operating within a dynamic, matrixed environment, the Sr. HR Manager will collaborate closely with key business partners and HR Centers of Excellence to deliver impactful solutions in leadership development, total rewards, and talent strategy. This position reports to the Human Resources Director, Watts Applied Solutions. This role is onsite and is based in Fort Worth, TX.

Requirements

Bachelor’s Degree required. MBA or advanced degree is a plus.
HR Certification is a plus.
10+ years of HR leadership experience in a matrixed organization.
Manufacturing industry experience required.
Previous people leadership experience required.
HRIS database experience, Workday experience is a plus.
Experience using people data and analytics to guide discussions and decisions.
Strong leadership and relationship building skills
Adept at consulting, advising, and influencing leaders on HR related issues to implement appropriate solutions.
Advanced problem solving, interpersonal, and written communication skills
Advanced business acumen knowledge with clear ability to partner with senior business leaders.
Expert knowledge of federal and state employment law.
Travel: 15% - Domestic.
Commitment to Watts’ values of integrity, accountability, continuous improvement and innovation, and transparency.
Punctuality and dependability.
Ability to be flexible and adapt to changing work priorities and stressful conditions.
Adherence to all personnel policies, procedures, and standards of process as implemented by Watts.
Maintain productive and collaborative relationships with other Watts employees.
Adherence to Watts’ seven cultural beliefs: Growth Mindset, Customer-Focused Innovation, Constant Communication, Clear Goals, Collaborate Globally, Be Inclusive, and Take Action.
Ability to remain seated at a desk or workstation for extended periods.
Ability to perform repetitive tasks like typing on a keyboard or using a mouse for extended periods.
Ability to physically move around the office, organize or transport files, packages, or other office-related materials.
Ability to read documents, use a computer, and perform data entry tasks.
Ability to communicate clearly with management and coworkers, particularly in meetings or phone calls.
Ability to operate standard office equipment such as computers, printers, phones, and copiers.
Ability to occasionally lift and carry light objects, such as office supplies, documents, or small equipment.

Nice To Haves

MBA or advanced degree is a plus.
HR Certification is a plus.
HRIS database experience, Workday experience is a plus.

Responsibilities

Strategic HR Partnership: Provide expert HR consultation to business leaders on complex business challenges. Facilitate workforce planning for your groups and guide strategic direction for team development and organizational growth.
Employee Relations: Lead employee relations efforts, including performance management and terminations. Ensure employee relation policies are developed, well communicated, and legally compliant, engaging internal legal counsel when necessary.
Talent Strategy and Acquisition: Collaborate with leadership and Talent Acquisition to attract, hire, and retain diverse, high-performing talent aligned to business needs.
Leadership Development: Design and implement leadership programs tailored to the management-level employees in partnership with corporate Talent Management including succession planning and development initiatives.
Employee Development: Create and deliver development programs that support career progression. Promote a culture of coaching and feedback and drive performance management initiatives.
Diversity, Equity and Inclusion: Champion DEI initiatives that cultivate an inclusive workplace and support diverse talent engagement and retention.
Change Management: Lead cultural transformation efforts and support high-performing team development. Provide strategic insights to improve organizational effectiveness and support business growth.
Organizational Design: Align organizational structure with strategic goals. Utilize HRI and analytics to support data-driven decision-making and workforce planning.
Engagement: Drive the employee engagement survey process, partnering with senior leaders on strategic action-planning and monitoring progress.
Other duties and responsibilities as assigned.