GE Appliances, a Haier company
Senior Manager, Human Resources
GE Appliances, a Haier company, Louisville, Kentucky, us, 40201
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Senior Manager, Human Resources
role at
GE Appliances, a Haier company .
At GE Appliances, a Haier company, we come together to make “good things, for life.” As the fastest‑growing appliance company in the U.S., we are powered by creators, thinkers and makers who believe that anything is possible and that there’s always a better way. We believe in the power of our people and in giving them the freedom to explore, discover and build good things, together.
The GE Appliances philosophy, backed by three simple commitments, defines the way we work, invent, create, do business, and serve our communities: we come together, we always look for a better way, and we create possibilities.
Position Senior Manager, Human Resources Location: USA, Louisville, KY
How You’ll Create Possibilities Strategic Human Resources Business Partnership (30%)
Partner with the HR Director to serve as a strategic partner to the Quality, Advanced Manufacturing Engineering, Central Materials, Supply Chain Co‑ops, and EHS&S organizations, understanding the business objectives, challenges, and opportunities to provide HR guidance and support.
Develop and implement HR strategies, initiatives, and programs that support the organization's goals, ensuring alignment with overall business strategy.
HR Operations & Employee Relations (15%)
Provide day‑to‑day HR support including performance coaching, policy guidance, and resolution of employee relations matters.
Ensure compliance with employment laws and consistent application of HR practices.
Talent Management & Development (15%)
Collaborate with hiring managers to identify talent needs, work with Talent Acquisition to attract and select top‑tier candidates, and support effective onboarding and integration of new hires.
Lead performance management processes, including goal setting, quarterly conversations, and development plans, fostering a high‑performance culture and individual growth.
Support career development and employee engagement initiatives, providing coaching and guidance to managers and employees on training and development opportunities. Chart career paths for each organization, mapping to existing job competencies.
Coach managers at all levels within the function on various HR and leadership topics or initiatives.
Data Analytics & Workforce Insights (15%)
Analyze HR and workforce data to identify trends, risks, and opportunities.
Leverage HR data and analytics to translate insights into actionable recommendations that drive business performance.
Prepare metrics and summaries to support business reviews and HR planning cycles.
People Leadership (10%)
Coach and develop others.
Model inclusive leadership, continuous learning and accountability.
Organizational Change & Project Work (5%)
Partner with senior leaders to drive organizational effectiveness and change‑management initiatives, fostering a culture that promotes employee engagement, productivity, and continuous improvement.
Collaborate with the Compensation team and business leaders on compensation strategy and salary planning, ensuring competitive and fair compensation practices.
Proactively pulse employee engagement and actively support an environment of connection, recognition, and teamwork.
Human Resources Thought Leadership & Best Practices (5%)
Remain current on industry trends, best practices, regulatory/legal updates, and new HR technologies in talent management and employment law. Apply this knowledge to advise business leaders on HR policies, practices, and HR resource changes within the organization.
What You’ll Bring to Our Team Basic Qualifications
Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
Minimum of 7 years of progressive HR experience with demonstrated success in a senior‑level HR Business Partner or generalist role.
Strong understanding of core HR functions, including performance management, employee relations, organizational development, and compliance.
Proven ability to analyze workforce data and translate insights into strategic, action‑oriented recommendations.
Experience coaching leaders and managing through change.
Experience supporting organizational transformations or cultural initiatives.
Strong business acumen and ability to connect HR strategies to broader business outcomes.
Excellent communication, consulting, and interpersonal skills.
Demonstrated ability to build trust and credibility with leaders and employees.
Experience supporting exempt and non‑exempt populations.
Proficiency with HRIS systems (preferably Workday) and Microsoft Office (Excel, PowerPoint, Word).
Preferred Qualifications
Master’s degree in Human Resources, Business, Organizational Development, Organizational Psychology, or related field.
SHRM‑SCP, SPHR, or other relevant HR certification.
Experience working in a matrixed or highly cross‑functional organization.
Prior people leadership experience, including coaching and development of direct reports.
Advanced Excel skills or experience with workforce reporting tools and dashboards.
Working Conditions
Working conditions are normal for an office environment.
Work may require occasional weekend and/or evening work.
Must be able to lift and carry up to 25 lbs.
Our Culture Our work is centered on our People and Culture, reflected in our Zero Distance philosophy. We reaffirm our commitment to inclusion and diversity (I&D), fostering an environment where every individual feels valued, connected, and empowered to contribute. We aim to strengthen communities, reinforce belonging, purpose, and engagement, and reflect the diversity of the communities we serve. Building a deeply connected organization, we cultivate an environment of engagement, belonging, and connection while balancing flexibility for our employees.
Equal Opportunity GE Appliances is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.
EE‑Verify GE Appliances participates in E‑Verify and will provide the federal government with your Form I‑9 information to confirm that you are authorized to work in the U.S.
Accessibility If you are an individual with a disability and need assistance or an accommodation to use our website or to apply, please send an e‑mail to ask.recruiting@geappliances.com.
#J-18808-Ljbffr
Senior Manager, Human Resources
role at
GE Appliances, a Haier company .
At GE Appliances, a Haier company, we come together to make “good things, for life.” As the fastest‑growing appliance company in the U.S., we are powered by creators, thinkers and makers who believe that anything is possible and that there’s always a better way. We believe in the power of our people and in giving them the freedom to explore, discover and build good things, together.
The GE Appliances philosophy, backed by three simple commitments, defines the way we work, invent, create, do business, and serve our communities: we come together, we always look for a better way, and we create possibilities.
Position Senior Manager, Human Resources Location: USA, Louisville, KY
How You’ll Create Possibilities Strategic Human Resources Business Partnership (30%)
Partner with the HR Director to serve as a strategic partner to the Quality, Advanced Manufacturing Engineering, Central Materials, Supply Chain Co‑ops, and EHS&S organizations, understanding the business objectives, challenges, and opportunities to provide HR guidance and support.
Develop and implement HR strategies, initiatives, and programs that support the organization's goals, ensuring alignment with overall business strategy.
HR Operations & Employee Relations (15%)
Provide day‑to‑day HR support including performance coaching, policy guidance, and resolution of employee relations matters.
Ensure compliance with employment laws and consistent application of HR practices.
Talent Management & Development (15%)
Collaborate with hiring managers to identify talent needs, work with Talent Acquisition to attract and select top‑tier candidates, and support effective onboarding and integration of new hires.
Lead performance management processes, including goal setting, quarterly conversations, and development plans, fostering a high‑performance culture and individual growth.
Support career development and employee engagement initiatives, providing coaching and guidance to managers and employees on training and development opportunities. Chart career paths for each organization, mapping to existing job competencies.
Coach managers at all levels within the function on various HR and leadership topics or initiatives.
Data Analytics & Workforce Insights (15%)
Analyze HR and workforce data to identify trends, risks, and opportunities.
Leverage HR data and analytics to translate insights into actionable recommendations that drive business performance.
Prepare metrics and summaries to support business reviews and HR planning cycles.
People Leadership (10%)
Coach and develop others.
Model inclusive leadership, continuous learning and accountability.
Organizational Change & Project Work (5%)
Partner with senior leaders to drive organizational effectiveness and change‑management initiatives, fostering a culture that promotes employee engagement, productivity, and continuous improvement.
Collaborate with the Compensation team and business leaders on compensation strategy and salary planning, ensuring competitive and fair compensation practices.
Proactively pulse employee engagement and actively support an environment of connection, recognition, and teamwork.
Human Resources Thought Leadership & Best Practices (5%)
Remain current on industry trends, best practices, regulatory/legal updates, and new HR technologies in talent management and employment law. Apply this knowledge to advise business leaders on HR policies, practices, and HR resource changes within the organization.
What You’ll Bring to Our Team Basic Qualifications
Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
Minimum of 7 years of progressive HR experience with demonstrated success in a senior‑level HR Business Partner or generalist role.
Strong understanding of core HR functions, including performance management, employee relations, organizational development, and compliance.
Proven ability to analyze workforce data and translate insights into strategic, action‑oriented recommendations.
Experience coaching leaders and managing through change.
Experience supporting organizational transformations or cultural initiatives.
Strong business acumen and ability to connect HR strategies to broader business outcomes.
Excellent communication, consulting, and interpersonal skills.
Demonstrated ability to build trust and credibility with leaders and employees.
Experience supporting exempt and non‑exempt populations.
Proficiency with HRIS systems (preferably Workday) and Microsoft Office (Excel, PowerPoint, Word).
Preferred Qualifications
Master’s degree in Human Resources, Business, Organizational Development, Organizational Psychology, or related field.
SHRM‑SCP, SPHR, or other relevant HR certification.
Experience working in a matrixed or highly cross‑functional organization.
Prior people leadership experience, including coaching and development of direct reports.
Advanced Excel skills or experience with workforce reporting tools and dashboards.
Working Conditions
Working conditions are normal for an office environment.
Work may require occasional weekend and/or evening work.
Must be able to lift and carry up to 25 lbs.
Our Culture Our work is centered on our People and Culture, reflected in our Zero Distance philosophy. We reaffirm our commitment to inclusion and diversity (I&D), fostering an environment where every individual feels valued, connected, and empowered to contribute. We aim to strengthen communities, reinforce belonging, purpose, and engagement, and reflect the diversity of the communities we serve. Building a deeply connected organization, we cultivate an environment of engagement, belonging, and connection while balancing flexibility for our employees.
Equal Opportunity GE Appliances is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.
EE‑Verify GE Appliances participates in E‑Verify and will provide the federal government with your Form I‑9 information to confirm that you are authorized to work in the U.S.
Accessibility If you are an individual with a disability and need assistance or an accommodation to use our website or to apply, please send an e‑mail to ask.recruiting@geappliances.com.
#J-18808-Ljbffr