Senior Manager, Human Resources

The Senior Manager of Human Resources at AFB International is responsible for being the HR business partner to the Site Operations Leader, overseeing all HR functions at the site. This includes managing talent acquisition, development, and employee engagement, while ensuring alignment with global HR processes. The role also involves counseling employees and management on various employment issues, facilitating talent review discussions, and driving a positive workplace culture.

To qualify for the Senior Manager, Human Resources position at AFB International, candidates should have a Bachelor’s degree in Human Resources, Business, or a related field, along with at least seven years of relevant experience. A PHR or SPHR certification is preferred, showcasing an advanced level of HR expertise. Candidates should also demonstrate strong leadership abilities and a deep understanding of employee engagement strategies.

In the Senior Manager, Human Resources role, you will be deeply involved in monitoring employee engagement levels. AFB International emphasizes a hands-on approach to ensuring employees feel valued and heard, utilizing strategies such as regular pulse checks, feedback sessions, and open-door policies to foster a positive work environment.

At AFB International, the Senior Manager, Human Resources plays a critical role in designing individual development and career plans for employees. This position not only emphasizes leadership development but also encourages ongoing training and growth within the HR team itself, allowing you to lead and inspire others while advancing your own career.

Candidates interviewing for the Senior Manager, Human Resources position at AFB International can expect a comprehensive evaluation of their HR skills and leadership abilities. The interview process may include situational questions, discussions about HR strategies, and providing examples of past experiences where they demonstrated effective employee management and engagement skills.

In answering this question, focus on specific talent acquisition tactics you have successfully implemented in previous roles. Highlight your experience with recruiting processes, tools you have used, and how they've contributed to attracting top-tier talent. Mention any metrics you tracked to measure success.

When responding, emphasize your conflict resolution skills and the importance of open communication. Share specific examples of how you’ve mediated disputes, encouraging resolution through collaboration while ensuring a positive outcome and maintaining team harmony.

Discuss the variety of assessment methods you've employed, such as surveys, one-on-ones, and regular check-ins. Explain how you analyze feedback and implement strategies to improve engagement based on your findings, showcasing your proactive approach.

In your answer, illustrate your philosophy on employee development, such as tailoring development plans to individual needs, facilitating mentorship opportunities, and creating a culture of continuous learning. Be sure to include examples of successful outcomes from your development initiatives.

Dive into specific compliance-related challenges you've faced, discussing how you navigated complex legal frameworks, ensured policy adherence, and implemented corrective actions when necessary. Highlight your proactive stance on maintaining compliance with employment laws.

Detail your strategies for ensuring effective communication of policies, whether through training sessions, regular updates, or accessible documentation. Stress the importance of transparency and employee understanding in fostering compliance and organizational culture.

Share a detailed example of a specific HR process you identified as needing improvement, how you approached the redesign, and the positive results achieved. Be sure to include any metrics that demonstrate the value of your contribution.

Discuss your commitment to diversity and inclusion, including specific strategies you've implemented in hiring practices, team-building activities, and company culture initiatives. Highlight measurable outcomes that resulted from your diversity efforts.

In your response, articulate the key performance indicators you use to gauge the success of HR initiatives—be it retention rates, employee satisfaction scores, or successful leadership transitions. Provide examples of how you have adjusted strategies based on these metrics.

Articulate your views on the integral role HR leaders play in shaping and nurturing company culture. Discuss how your leadership strategies and employee engagement efforts contribute to a positive, productive environment, fostering alignment between employees and organizational values.