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Alamo Group Inc. is accepting applications to fill an HR Manager for Talent Management and Talent Acquisition at its Corporate Headquarters in Seguin, TX.

The Human Resources Manager for Talent Management will lead the Alamo Group Talent Acquisition Center of Excellence (CoE) and Shared Services (HRSS) at the Corporate and Global level ensuring the development and implementation of leading practices to drive strategic initiatives. The manager will optimize HR operations, maintain compliance, and drive continuous improvement to enhance the stakeholder and candidate experience, acting as a strategic partner, ensuring standardized processes while maintaining high-quality recruitment service levels across the organization.

This role collaborates closely with HR Business Operations and other stakeholders to deliver consistent world-class and high-impact HR and Talent Acquisition solutions that support Alamo Group’s global people and business goals.

The HR Manager will:

1. Develop and implement HR strategies within the Talent Acquisition CoE to identify and attract top talent across the organization that align with the organization’s people and business objectives.

2. Lead cross-functional projects and programs that impact the entire organization, ensuring consistency and efficiency in HR practices.

3. Partner with and advise HR Business Operations professionals and organizational leaders on workforce and succession planning initiatives and help identify and maintain an internal pipeline of highly qualified ready now talent.

4. Stay updated on industry trends, labor laws, and leading practices to ensure the organization remains competitive and in compliance with country, state, provincial, and local laws.

5. Manage the recruitment process for executive-level positions, ensuring the identification and hiring of top-tier leadership talent.

6. Ensure CoE and HR Shared Services initiatives align with business needs.

7. Provide training and guidance to HR professionals, recruiters, and hiring managers on effective hiring techniques and talent acquisition compliance issues.

8. Oversee the use and optimization of recruiting technology systems and job boards to streamline the hiring process and enhance candidate sourcing.

9. Leverage social media platforms to source and engage potential candidates, enhancing the Company’s reach and attracting diverse talent.

10. Identify opportunities for automation and process enhancement to streamline HR operations and improve service delivery.

11. Promote the Company’s employer brand through various channels to attract high-quality candidates.

12. Manage relationships with external recruitment agencies and vendors.

13. Manage the company’s relocation program, ensuring seamless transitions for new hires and/or employees moving to new locations and providing support throughout the process.

14. Manage the day-to-day operations of HR shared services within the CoE, ensuring accurate and timely processing of HR transactions (e.g., offers of employment, background checks, new hire processing, termination processing, orientation, I-9/E-Verify processes, etc.).

15. Oversee Talent Acquisition regulatory requirements (e.g., annual EEO-1 and VETS reporting and maintenance and distribution of Affirmative Action Plans).

16. Advise on expatriate assignments and work visa processes, ensuring compliance and smooth transitions for international hires.

17. Leverage HR business intelligence, data, and analytics to drive informed decisions, measure program effectiveness, and identify areas for improvement.

18. Monitor and provide regular reports and insights on CoE initiatives and HR performance metrics.

19. Lead, mentor, and develop HR Generalists and/or Specialists within the CoE, fostering a culture of continuous learning, high performance, and customer-centric support.

20. May collaborate with and/or back up other HR CoE Managers (e.g., Training & Development, HR Systems, Compensation, Benefits).

21. Support and participate in Corporate HR merger and acquisition activities and post-acquisition integration projects.

The ideal candidate will have/be:

1. Strong experience in talent management, including succession and workforce planning, talent acquisition and recruiting, and leveraging HR technology to enhance and streamline HR services.

2. Proven leadership and project management skills.

3. Excellent interpersonal and communication skills, with the ability to influence stakeholders at all levels.

4. Proven experience in executive recruitment and social media candidate sourcing.

5. In-depth understanding of succession and workforce planning processes, including identifying and developing career paths and assessing the potential of internal talent for lateral and/or promotional opportunities.

6. Able to communicate effectively, both verbally, in writing and electronically, with the ability to formulate and deliver ideas and material in a clear and concise manner.

7. Analytical mindset with experience using HR metrics and data to inform strategies, and the ability to develop, evaluate, and manipulate complex reports and data sets.

8. Skilled and proficient with the use of personal computers, Microsoft Office, and mainstream office software; advanced proficiency with Excel is desired.

9. Strong proficiency in HCM platforms (e.g., ADP, Workday, SAP SuccessFactors, Oracle HCM, etc.)

10. Demonstrated experience and proficiency working in a large HRIS and providing end user training and support; previous experience with ADP Vantage is a plus.

11. Familiar with process improvement methodologies (e.g., Lean, Six Sigma, etc.) is a plus.

12. Strong knowledge of applicable laws, regulations, and agency rules pertaining to general human resources management and employee relations.

13. Knowledge and experience in developing and implementing HR programs and initiatives.

14. Ability to manage large scale HR projects and initiatives from conception, through planning, execution, and timely completion; formal project management experience is a plus.

15. Excellent organizational and follow-up skills necessary to ensure quality and timeliness of work.

16. Able to build and foster effective business relationships with executives, managers, employees, vendors, and other internal and external customers.

17. Demonstrated ability to exhibit and model **Alamo Group’s Leadership Core Competencies:**

1. **Leading Change / Change Management:** Ability to drive improvement of team, division, and corporate goals and objectives through people. Ability to balance change and continually strive to improve business performance.

2. **Leading People / Teamwork:** Ability to design and implement strategies which maximize employees’ potential and foster high ethical standards in meeting the team, division, and corporate objectives.

3. **Communication:** Ability to explain, advocate, and express facts and ideas in a convincing manner, and negotiate with individuals and groups internally and externally. The ability to develop internal and external networks and identify the issues that impact the work of the organization

4. **Business Acumen:** Understands and interprets business financials and metrics and utilizes latest business strategies. Focuses on outcomes and creates opportunities for success. Acquires and utilizes human, financial, material and information resources effectively.

5. **Results Driven:** Ability to make timely and effective decisions and produce results through planning and the implementation and evaluation of business metrics, systems, policies, policies, and program; stressing accountability and continuous improvement.

Education and Experience:

+ Bachelor's degree in human resources, business, management, or related field is required.

+ Professional Human Resources certification (PHR, SPHR, SHRM-CP, SHRM-SCP) or graduate degree in Human Resources is desired.

+ 5+ years of progressive broad-based human resources experience, including at least 3-5 years in HR management, Center of Excellence leadership, or functional expert role.

+ Experience in a manufacturing company with multi-site global operations is preferred.

Working Conditions:

Work is performed in an office environment, with occasional walking in and around a manufacturing plant. May be required to travel up to 10% of time by automobile and/or common air carrier with overnight stays required. Occasional lifting, pushing, or pulling up to 10 pounds.

Alamo Group is proud to be an Equal Employment Opportunity, Affirmative Action employer. All qualified applicants will be considered without regard to race, national origin, color, religion, age, genetics, sex, sexual orientation, gender identity or expression, disability or veteran status. We maintain a drug-free workplace and perform pre-employment substance abuse testing (where permitted by law).