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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’re 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_ .

Interested in joining us on our journey?

The HR Senior Manager will serve as a strategic partner to the Quality, Advanced Manufacturing Engineering, Central Materials, Supply Chain Co-ops, and EHS&S teams by aligning HR initiatives with business objectives. This role is critical in developing and implementing HR strategies and programs, partnering with leaders to attract and onboard top talent, and leading performance management processes to foster a high-performance culture. The HR Senior Manager will collaborate on compensation strategies, support career development and employee engagement, and drive organizational effectiveness and change management initiatives.

Position

Senior Manager, Human Resources

Location

USA, Louisville, KY

How You'll Create Possibilities

Strategic Human Resources Business Partnership (30%)

+ Partner with 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 related 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 identify trends, translate insights into compelling stories, and provide leaders with 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 (if applicable).

+ 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 as reflected in our Zero Distance philosophy and we recognize the importance of reaffirming our commitment to inclusion and diversity (I&D). This underscores our commitment to fostering an environment where every individual feels valued, connected, and empowered to contribute, while positioning our organization to adapt seamlessly to the evolving needs of our workforce and communities.

This reflects our dedication to creating solutions that: Empower colleagues by fostering an environment where all voices are heard, valued, and encouraged to contribute. Strengthen communities where we live and work. Reinforce a culture of belonging, purpose, and engagement. Reflect the diversity of the communities we serve through our workforce, products, and practices.

By further embedding Zero Distance into our People and Culture framework, we will continue to build a deeply connected organization. We are cultivating a culture of engagement, belonging, and connection, because while attracting new talent remains a priority, retention is a cornerstone of our strategy.

GE Appliances is a trust-based organization. It is important we offer our employees the flexibility they need to do their best work while balancing the needs of the business and individuals. When you join GE Appliances, you will have the opportunity to work with your leader to create a flexible work arrangement that balances the needs of the individual, team, and organization.

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.

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

_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 [email protected]_