Senior Human Resource Manager
Ideal Industries, Inc
Senior HR leader driving strategy, development, and compliance for global manufacturing
9 days ago ago
$123,257 - $166,092
Expert & Leadership (13+ years), Experienced (8-12 years)
Full Time
Sterling, MA
Office Full-Time
Company Size
1,225 Employees
Service Specialisms
Electrical
Power Solutions
Alternative Energy
Construction
Wire Connectivity Products
Electrical Installation Tools
Test & Measurement Equipment
Sector Specialisms
Electrical
Construction
Maintenance
Data Communications
Original Equipment Manufacturing
Building Infrastructure
Industrial
Utility Products & Systems
Role
What you would be doing
strategic partner
governance
change management
employee relations
talent management
organizational development
- Strategic Business Partner: Serve as a trusted advisor and integral member of the senior leadership team, driving business results through innovative people strategies. Champion a culture of excellence by aligning organizational development initiatives with business objectives and proactively delivering on enterprise-wide projects. Leverage data-driven insights to achieve measurable outcomes in accordance with company values, while anticipating and mitigating organizational risks.
- Sets high standards of performance for themselves and works towards exceeding goals and helps others in the business to understand how their choices and decisions about people affect the whole business.
- Governance, Administration & Compliance: Oversee comprehensive benefits and compensation programs, performance management systems, and regulatory compliance (including unemployment, workers compensation, EEO, ADA, FMLA, and OSHA). Ensure meticulous maintenance of employee records and represent the organization in all compliance-related matters.
- Change Leadership & Transformation: Act as a catalyst for organizational and cultural transformation, guiding leaders and teams through periods of change. Provide expert coaching to the business leadership team, facilitating the adoption of best-in-class HR practices and educating stakeholders on emerging HR trends and their impact on business success.
- Change Management, advocate for organizational change and help others through the change.
- Employee Relations & Advocacy: Champion a positive, inclusive, and diverse workplace culture by leading employee relations initiatives that empower management and foster engagement. Serve as an objective resource and escalation point for complex employee relations matters, conducting internal investigations and facilitating conflict resolution with integrity and discretion.
- Human Resources Excellence: Diagnose capability gaps and craft tailored learning and development programs for managers and team members. Provide strategic counsel on employee performance, safety, and leadership development. Oversee the full talent management lifecycle—including performance management, succession planning, and organizational development—ensuring seamless execution and continuous improvement. Partner with Talent Acquisition to attract and onboard high-caliber professionals, and lead HR teams in delivering exceptional recruitment and onboarding experiences for manufacturing locations.
- Organizational Development Architect: Collaborate with executive leadership to design and implement robust succession planning and talent pipeline strategies. Lead initiatives that foster leadership development and career growth, ensuring the organization is equipped with future-ready leaders. Cultivate a high-performance culture that attracts, retains, and develops top talent across global operations.
- Global Team Leadership & Development: Lead and inspire a diverse, global team of HR professionals, fostering collaboration and a high-performance environment. Provide ongoing coaching and development opportunities, empowering team members to achieve their professional goals and contribute meaningfully to organizational success.
- Enterprise & Corporate Initiatives: Partner closely with corporate HR to drive and support strategic company-wide initiatives, ensuring alignment and consistency across all HR functions.
What you bring
phr/sphr
hr generalist
manufacturing
5-10yr
strategic
international
- Bachelor’s Degree in Human Resources or related major required; PHR/SPHR designations are preferred.
- Excellent organizational, analytical, quantitative, and problem-solving skills.
- Strong Human Resources Generalist experience required.
- Must be a “hands-on” professional with a proven knowledge of employee relations, leadership development, training, organizational development, performance management, compliance issues, communications, salaried and hourly staffing, and compensation/benefit administration.
- Strong influence skills at all levels of an organization. Ability to mentor, motivate, lead, and persuade others. Advanced written and verbal communication skills.
- Minimum of 1 year of prior supervisory experience
- Strong work ethic with the ability to work in a fast-paced environment and be present to all levels of the organization.
- Strategic thinking and the ability to provide valuable insights for business decision-making.
- 5 – 10 years of diverse and HR leadership experience required. Background in a manufacturing environment is required. International experience with global entities, particularly in Europe and Asia, strongly preferred.
- Education Reimbursement
- Wellness Programs
- Personal Days
- Volunteer Time
- Cash Balance Pension Plan
- Parental Leave
- 401k with Company Match
- Medical, Dental & Vision Insurance
Information not given or found
Interview process
Information not given or found
Visa SponsorshipInformation not given or found
Security clearanceInformation not given or found
Company
Overview
Founded 1916
Year of establishment
The company was established in Chicago in 1916 and later relocated to Sycamore, Illinois.
4 Generations
Family ownership duration
The company has remained family-owned for four generations, with a focus on innovation and future growth.
Millions Annually
Revenue scale
The company generates annual revenues in the hundreds of millions, reflecting its significant market presence.
- Today it crafts essential gear—from wire strippers used in commercial jets to power connectors in NASA equipment.
- Now a diversified brand-family (including Anderson Power, Enatel), it serves electrical, telecom, industrial, aerospace, automotive and construction sectors.
- Headquartered in Sycamore with facilities across North America, U.K., India and Canada.
- A typical project might involve developing a new tester or connector line for telecom or industrial OEMs.
- Standout fact: nearly every modern commercial jet uses its tools—and its gear has even flown on NASA missions.
- Act with integrity.
- Excellence starts with accountability.
- Treat everyone with kindness and respect.
- Creating value drives growth and sustainability.
- Belief in our people: every member is valued, treated with fairness, dignity and respect; opportunities to develop and reach potential.
- Long‑term value and sustainability: generate profit responsibly while fostering long‑term stakeholder benefit.
- Commitment to excellence in products, services, manufacturing practices and people.
- Strength in relationships: cultivate strong, mutually beneficial relationships with customers, partners, employees and communities.
- Transparency in business: proactive openness in successes and areas for improvement.
75% reduction
Power Consumption
Achieved significant energy savings through LED installations, reducing overall power consumption by 75% and eliminating mercury waste from vapor lights.
Carbon Neutral by 2025
Shenzhen Facility Goal
Committed to achieving carbon neutrality at a key operations facility by 2025.
Silver Medal
EcoVadis Award
Recognized with a silver medal from EcoVadis, placing the company in the top 25% of assessed companies for environmental and ethical practices.
- Recycling cardboard, metal scrap, and plastic from molding operations; PVC jars converted to PET.
- Elimination of mercury waste from vapor lights.
- Equal Opportunity Employer policy in effect.
- Employees feel inclusion contributes to product innovation and culture.
- Flat management structure supports open communication across levels.
- Most Loved Workplace survey: 'Employees quoted that they loved diversity and inclusion within the business'.
- Women representation or gender stats not publicly disclosed.
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