Sr. HR Manager- Data Center Operations (Onsite - Greater Milwaukee / Mt Pleasant, WI)

Through in-person engagement and observation across the workplace and in-person relationship-building, develop clear perspective on local employee and manager experiences, areas of risk, and culture of the local area to provide necessary context and guidance to datacenter (DC) leadership and broader HR team Create and execute people strategies and programs that create a positive work environment, improve employee engagement, etc., in partnership with metro leadership Act as employee advocate by looking beyond process implementation into the lived experiences of employees, managers, and leaders Be present onsite during some evenings and weekends to connect with employees and managers on evening/night shifts. Partner across the HR model to foster seamless, high-quality delivery of HR services (e.g., onboarding, offboarding, statutory reporting, tracking and reporting). Champions change management efforts across the metro and fleet, helping employees and leaders navigate change effectively through clear communication, partnership, and workforce-focused execution Have a regular seat at datacenter leadership and team meetings to partner and provide HR perspective on site strategy, goals, and challenges. Partner with the Boydton metro leadership and HR Business Partner team to develop the broader team's skills and capabilities, by providing training, coaching, feedback, etc. Compile, share and leverage insights (anecdotal, case insights, other listening systems) with leadership and partners to propose and develop needed solutions and risk assessment plans. Supports the implementation of interventions to improve leadership and team performance. Bachelor's Degree in Human Resources (HR), Legal, Business, Psychology, or related field AND 7+ years experience with HR or related experience (e.g., hiring, training, performance management) involving applicable employment laws and policies 3+ years' experience in large-scale (500+ employees), frontline or operational environments OR equivalent experience OR equivalent experience 3+ years' experience partnering with senior stakeholders Master's Degree in Human Resources (HR), Legal, Business, Psychology, or related field. Demonstrated experience in labor relations, including direct involvement with collective bargaining and/or managing relationships with employee representative bodies (e.g., unions, works councils). Human Resources Professional Certification (e.g., PHR, SPHR, SHRM). 5+ years of experience partnering with a wide network of clients and across Human Resources to deliver effective business solutions Experience working in a production, mission-critical 24/7 environment (such as manufacturing, warehouse, retail, military, physical operations in an IT and/or critical environment infrastructure) General knowledge of employment and labor laws in the US Demonstrated ability to build and maintain strong relationships with employees at all levels of the organization Experience with facilitating and supporting change management initiatives Excellent communication and interpersonal skills Ability to handle sensitive information confidentially Organizational and time-management skills Design and implement specific manager capability building efforts at the site attune with the different professions, shifts, and needs. Collaborate with GTA to support the recruitment and onboarding of the right workforce for the site, and collaborate with the recruiters and broader HR team. Maintain contemporary knowledge of laws, regulations, standards, emerging trends that may affect Human Resources (HR) policies and execution of these (e.g., legal signatories, court representation, health and safety, benefits, local documentation requirements). Ensure compliance with applicable labor laws and regulatory environment. Provides information on questions from leadership. Own and manage labor relations activities for the business, partnering with leaders and employee representation stakeholders to support compliance with formal labor agreements, resolve workforce issues, and maintain effective labor‐management relationships. Facilitates the localization/update of policies and procedures related to managed projects and programs by analyzing trends and making recommendations to HR Business Partners; may manage and initiate the updates to policies (e.g., benefits-related) in collaboration with peer HR disciplines.