GENERAL OBJECTIVE

Provide strategic leadership and direction for all Human Resources functions across the organization, serving as a key member of the leadership team and trusted advisor to executive management. Drive the people strategy in alignment with business objectives, organizational growth, operational excellence, and long-term sustainability. Lead initiatives related to talent management, organizational development, labor relations, culture transformation, workforce planning, compensation, compliance, employee engagement, and succession planning while ensuring a high-performance culture and an exceptional employee experience.

KEY RESPONSIBILITIES

1. Strategic Human Resources Leadership

Develop and execute a comprehensive Human Resources strategy aligned with the organization's business objectives, growth plans, and operational priorities. Act as a strategic business partner to executive leadership, influencing key organizational decisions and contributing to overall business performance.

2. Organizational Development and Transformation

Lead organizational design, workforce planning, succession planning, organizational effectiveness, and change management initiatives that support business transformation, scalability, and long-term competitiveness. Drive continuous improvement of leadership capability and organizational performance.

3. Talent Acquisition and Workforce Planning

Establish and oversee talent acquisition strategies to ensure the organization attracts, develops, and retains top talent. Forecast workforce requirements and build talent pipelines that support current and future business needs.

4. Executive Talent Management and Succession Planning

Implement talent review processes, leadership assessments, high-potential development programs, and succession planning for critical positions. Ensure a strong leadership pipeline capable of supporting future organizational growth.

5. Employee Engagement and Organizational Culture

Champion a culture of accountability, inclusion, innovation, continuous improvement, and employee engagement. Develop initiatives that strengthen employee satisfaction,



retention, and organizational commitment while reinforcing company values and leadership expectations.

6. Compensation, Benefits, and Total Rewards Governance

Provide strategic oversight of compensation structures, incentive programs, benefits administration, recognition programs, and executive compensation recommendations to ensure market competitiveness, internal equity, and cost effectiveness.

7. Labor Relations and Union Strategy

Lead labor relations strategy, including collective bargaining negotiations, union relationship management, contract administration, grievance resolution, labor risk mitigation, and dispute prevention. Foster productive relationships with union leadership while protecting business continuity.

8. Compliance, Corporate Governance, and Risk Management

Ensure full compliance with labor laws, employment regulations, ethical standards, corporate policies, and governmental requirements. Proactively identify and mitigate employee-related risks while maintaining strong governance practices throughout the organization.

9. Health, Safety, and Employee Well-being

Partner with Operations and EHS leadership to promote a culture of safety, health, and well-being. Ensure compliance with all occupational health and safety regulations while supporting wellness initiatives across the workforce.

10. Human Resources Analytics and Executive Reporting

Leverage people analytics and workforce metrics to provide data-driven insights and recommendations to executive leadership. Monitor organizational KPIs related to turnover, engagement, labor costs, productivity, staffing effectiveness, leadership development, and retention.

11. Leadership Team Partnership





Serve as a member of the senior leadership team, participating in strategic planning, annual operating plans, business reviews, organizational restructuring, capital investment discussions, and other key business initiatives.

12. Human Resources Team Leadership

Lead, mentor, and develop the Human Resources organization, ensuring strong capabilities, accountability, succession readiness, and service excellence across all HR functions.

QUALIFICATIONS

- Minimum 12-15 years of progressive Human Resources leadership experience, including at least 5 years in a senior leadership role within manufacturing or industrial environments.
- Proven experience serving as a strategic business partner to executive leadership teams.
- Extensive experience leading unionized workforces and collective bargaining negotiations.
- Demonstrated success in organizational transformation, culture change, leadership development, and succession planning.
- Strong background in talent management, compensation strategy, employee relations, workforce planning, and organizational effectiveness.
- Deep knowledge of Mexican labor law, labor relations, STPS regulations, corporate compliance, and employment practices.
- Experience supporting multi-site operations and geographically dispersed teams preferred.
- Strong financial and business acumen with the ability to align people strategies with organizational objectives.
- Exceptional executive presence, communication, negotiation, and influencing skills.
- Advanced bilingual proficiency in English and Spanish, both written and verbal.

EDUCATION

- Bachelor’s Degree in Human Resources, Business Administration, Law, Industrial Relations, Psychology, or a related field.
- Master’s Degree in Human Resources, Business Administration (MBA), Organizational Development, Industrial Relations, or a related discipline strongly preferred.
- Professional certifications such as SHRM-SCP, HRCI, Six Sigma, or equivalent are desirable.

Job Type: Full-time

Application Question(s):

- Expectativa Salarial mensual

Work Location: In person

📌 Sr. HR Manager (México)
🏢 Kauffman Engineering
📍 México