HR Manager

Who will you be working with?

The HR Manager reports to the Director, Human Resources Business Partner and serves as a dedicated HR partner supporting multiple Corporate Functions organizations. This role provides hands-on HR support to leaders and employees across a variety of business functions, helping drive talent, organizational effectiveness, employee engagement, and business performance.

The HR Manager partners closely with business leaders, managers, Centers of Excellence (Talent Acquisition, Total Rewards, Talent Management, Employee Relations, and HR Operations), and fellow HR team members to deliver consistent, compliant, and employee-centered HR solutions. This position acts as a trusted advisor to assigned client groups and plays a key role in executing HR strategies aligned with business objectives.

How will you make a difference?

The HR Manager is responsible for delivering core HR programs and supporting leaders through a wide range of people-related matters. This role plays a critical part in fostering a positive employee experience, driving talent and organizational initiatives, supporting workforce planning and performance management, and ensuring compliance with company policies and employment regulations.

The HR Manager balances business priorities with employee needs, provides thoughtful guidance to leaders, and partners with senior HR leadership to address complex organizational and talent challenges through consultative discussions and influencing without authority.

What will your typical day look like?

Business Partnership & Employee Relations

• Serve as a trusted HR partner to leaders and employees, providing guidance on employee relations matters, policy interpretation, performance management, and workplace concerns.
• Partner with managers to address performance issues, employee complaints, conflict resolution, corrective actions, and employee development needs.
• Conduct workplace investigations and fact-finding activities, recommend appropriate actions, and escalate complex or high-risk matters as needed.
• Foster a positive, inclusive, and high-performing work environment through proactive consultation, consistent application of policies, and employee engagement efforts.

Talent Management & Workforce Planning

• Partner with business leaders to assess workforce needs and support workforce planning activities aligned with business objectives.
• Coach leaders on talent assessment, performance differentiation, and strategies to address capability and skill gaps.
• Collaborate with Talent Acquisition to support recruiting strategies, candidate selection, onboarding, and workforce planning initiatives.

Organizational Effectiveness & Change Management

• Partner with leaders to effectively manage change through communication planning, coaching, and employee support.
• Identify opportunities to improve team effectiveness, organizational health, employee engagement, and overall business performance.
• Facilitate discussions regarding team structure, role clarity, workforce capabilities, and organizational effectiveness.

Performance Management & Employee Development

• Advise and coach leaders on performance management processes, including goal setting, feedback, performance documentation, coaching, and performance improvement planning.
• Support and execute annual talent processes, including performance reviews, talent assessments, compensation planning, and development planning.
• Promote a culture of accountability, continuous feedback, and employee development.
• Partner with Learning & Development to identify and implement solutions that enhance employee capabilities and leadership effectiveness.

HR Programs & Employee Experience

• Execute enterprise HR programs, policies, and initiatives across assigned client groups, ensuring consistency and alignment with organizational objectives.
• Partner with leaders to develop and implement action plans that improve employee engagement, retention, and workplace culture.
• Support the delivery of communications, training, and change management activities related to HR initiatives.
• Collaborate across HR functions to ensure a seamless and positive employee experience throughout the employee lifecycle.

Compliance & Risk Management

• Provide guidance to ensure compliance with company policies and applicable federal, state, and local employment laws.
• Partner with HR Operations and Centers of Excellence to support accommodations, leave management, and other employee programs.
• Maintain appropriate documentation and records related to employee relations matters, investigations, and employment actions.
• Identify and mitigate employee-related risks through proactive consultation, sound judgment, and effective problem-solving.

HR Analytics & Continuous Improvement

• Analyze workforce metrics and trends to identify opportunities, risks, and areas for improvement.
• Develop and communicate insights related to headcount, turnover, engagement, talent, and organizational effectiveness to support business decision-making.
• Recommend and implement process improvements that enhance HR service delivery and operational efficiency.
• Utilize data and analytics to support workforce planning, talent management, and employee experience initiatives.

Team Collaboration & Development

• Partner closely with HR Centers of Excellence, HR Business Partners, and business leaders to deliver integrated HR solutions and achieve business objectives.
• Build and maintain strong cross-functional relationships to effectively address employee and organizational needs.
• Contribute to the success of the HR team through collaboration, knowledge sharing, and continuous improvement efforts.
• Stay informed on HR best practices, employment legislation, and emerging workforce trends to provide relevant and effective guidance.

Site Support & Employee Engagement

• Serve as the HR point of contact delivering onboarding, retention, and engagement activities and process at the HQ Pittsburgh site
• Coordinate across the corporate functions and business units to provide a positive employee experience and drive networking at the HQ Pittsburgh site

What do we want to know about you?

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field (or equivalent experience).
• Strong experience as a progressive HR Generalist, HR Business Partner, or related HR topics.
• Experience partnering with managers and leaders on employee relations, talent management, and organizational effectiveness.
• Working knowledge of employment laws and HR practices, including performance management, employee relations, leave administration, and compliance.
• Strong business partnership and relationship-building skills with the ability to influence across multiple organizational levels, including and up to executive level.
• Excellent communication, facilitation, and problem-solving abilities.
• Ability to manage multiple priorities and navigate a fast-paced, evolving business environment.

Preferred Qualifications

• Experience supporting corporate or professional employee populations.
• HR Business Partner experience within a matrixed organization.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
• Experience supporting organizational change, talent planning, and workforce strategy initiatives.
• Experience leveraging HR analytics and workforce data to support decision-making.

Our job titles may span more than one career level. The salary rate for this role is currently $91100-129800 The actual salary offered to a candidate may be influenced by a variety of factors, such as: training, transferable skills, work experience, education, business needs, market demands and work location. The base pay range is subject to change and may be modified in the future. More information on offered benefits, which include health, welfare, and retirement, are available at mywabtecbenefits.com. Other benefit offerings for this role may include annual bonus, if eligible.

What could you accomplish in a place that puts People First?

At Wabtec, it’s not just about a job - it’s about the impact you make. When our people come together, we’re Expanding the Possible by continuously improving what we do and how we do it - for our clients and each other.

If you’re ready to revolutionize how the world moves for future generations, Wabtec is the place for you.

 

Who are we?

Wabtec is a leading global provider of equipment, systems, digital solutions, and value-added services for the freight and transit rail sectors. Drawing on more than 150 years of experience, we are leading the way in safety, efficiency, reliability, innovation, and productivity. Whether it’s freight, transit, ports, logistics, mining, industrial, or marine, our expertise, technologies, and people together – are accelerating the future of transportation. With roots that date back to George Westinghouse, Thomas Edison, and Louis Faiveley, Wabtec has always built technologies and implemented solutions for a variety of sectors that are critical to meeting the needs of customers and governments alike.

Our global team of about 30,000 employees worldwide delivers performance that moves the world forward. We’re lifelong learners, obsessed with better. Learn more at www.WabtecCorp.com.

Culture powers us and the possibilities.

We believe the best ideas come from a mix of experiences and backgrounds. At Wabtec, we strive every day to create a place where everyone belongs. We’re building a culture where leadership, inclusion and your unique perspective fuel progress.

We’re proud to be an Equal Opportunity Employer. We welcome talent of all backgrounds, experiences, and identities, including race, gender, age, disability, veteran status and more.

Need accommodation? Just let us know - we’ve got you.