Senior Manager, Human Resources

QXO is a leading distributor and installer of building products serving an $800 billion market. The company’s mission is to modernize the building products industry through advanced technology and a best-in-class customer experience. QXO is North America’s largest distributor and installer of insulation, the second-largest distributor of roofing products, the second-largest publicly traded distributor of lumber and building materials, and the largest distributor of waterproofing products. The company is targeting $50 billion in annual revenue within the decade through accretive acquisitions and organic growth. For more information, visit QXO.com.

What you'll do:

As a Senior Manager, Human Resources at QXO, you’ll serve as a senior HR partner to business leadership, developing and executing people strategies that support organizational performance, employee engagement, and business growth. You’ll provide leadership across employee relations, talent management, organizational effectiveness, workforce planning, and change while ensuring HR programs and practices are effectively implemented across assigned business areas. You’ll also lead and develop HR professionals, provide guidance on complex employee and organizational matters, and partner with HR Centers of Excellence to deliver scalable people solutions.

Strategic HR Partnership

Serve as a senior HR advisor to business and functional leaders

Develop and execute HR strategies aligned with business priorities and organizational objectives

Build strong relationships with leaders to understand operational, organizational, and talent needs

Translate business strategies into actionable workforce and people plans

Provide guidance regarding organizational structure, workforce planning, talent, and employee matters

Identify workforce risks and opportunities and develop appropriate recommendations

Use business and people insights to influence leadership decisions

Ensure HR strategies effectively support both short- and long-term business requirements

Employee Relations and Risk Management

Provide leadership and guidance on complex employee relations matters

Oversee or conduct significant workplace investigations

Advise leaders regarding performance management, corrective action, employee conduct, and workplace concerns

Partner with Legal and other stakeholders regarding sensitive or higher-risk employee matters

Ensure employee issues are addressed consistently and according to company policies

Identify employee-relations trends and develop proactive solutions

Maintain appropriate documentation and confidentiality

Talent and Organizational Effectiveness

Lead talent-management and succession-planning activities across assigned business areas

Partner with leaders to identify critical roles, talent gaps, and development priorities

Support organizational design and restructuring initiatives

Lead performance-management and talent-review processes

Develop strategies to strengthen employee engagement, retention, and leadership capability

Partner with Learning and Development regarding leadership and employee-development programs

Support change-management initiatives associated with organizational transformation

Coach leaders on building high-performing and accountable teams

Workforce Planning and Talent Acquisition

Partner with leadership and Talent Acquisition to develop workforce plans

Evaluate current and future talent requirements based on business strategy

Identify organizational capability gaps and recommend appropriate solutions

Support strategic hiring and talent decisions

Monitor turnover, staffing, and workforce trends

Partner with Compensation on organizational levels, job structures, and compensation considerations

Support succession planning and internal mobility initiatives

HR Program Execution

Partner with Compensation, Benefits, Talent Acquisition, Learning and Development, HR Operations, and other HR teams

Ensure enterprise HR programs are effectively implemented within assigned business areas

Provide business insight to inform development and improvement of HR programs

Lead significant HR projects and initiatives

Support annual compensation, performance, engagement, and talent processes

Ensure leaders and employees receive clear communication regarding HR programs and changes

People Analytics

Analyze workforce metrics, trends, and organizational data to identify risks and opportunities

Monitor headcount, turnover, retention, engagement, talent, and other key people metrics

Develop insights and recommendations based on workforce data

Provide leadership with clear visibility into organizational health and workforce trends

Establish and monitor HR-related action plans and outcomes

Use data to measure effectiveness of HR programs and people strategies

HR Team Leadership

Lead, coach, and develop HR Managers, Associate Managers, Associates, or other assigned HR professionals

Establish clear priorities and performance expectations

Build HR capabilities through coaching, training, and career development

Promote cross-training and knowledge sharing

Conduct performance evaluations and support succession planning within the HR team

Foster a collaborative, responsive, business-focused, and high-performing HR organization

Compliance and Governance

Ensure HR practices align with company policies and applicable employment requirements

Maintain awareness of changes in employment law and workforce regulations

Partner with Legal and HR leadership to manage employment risk

Ensure appropriate documentation and HR controls are maintained

Support HR audits and compliance activities

Promote consistent and equitable application of HR policies and practices

Transformation and Continuous Improvement

Identify opportunities to improve HR processes, employee experience, and organizational effectiveness

Lead HR process and service improvements

Support HR technology implementations and enhancements

Develop scalable HR practices that support organizational growth

Provide HR leadership for acquisitions, integrations, reorganizations, and other significant business changes

Support integration of employees, policies, processes, and organizational structures as applicable

Lead additional strategic HR initiatives and projects as assigned

What you'll bring:

Broad and deep Human Resources expertise

Proven experience serving as a strategic HR partner to business leaders

Strong employee-relations and employment-risk management capabilities

Demonstrated people leadership and employee-development skills

Strong talent-management, organizational-development, and workforce-planning expertise

Excellent business acumen and ability to understand operational priorities

Strong judgment and ability to navigate complex and sensitive employee matters

Excellent executive communication, coaching, and influencing skills

Ability to build credibility and relationships across organizational levels

Strong analytical capabilities and ability to use workforce data to drive decisions

Strong organizational, project-management, and change-management skills

Ability to operate effectively within a large, complex, and rapidly evolving organization

High level of discretion, integrity, and confidentiality

Preferred Qualifications

Bachelor's degree in Human Resources, Business Administration, or a related field required

8+ years of progressive Human Resources experience preferred

3+ years of HR leadership or people-management experience preferred

Significant HR Business Partner or HR Generalist leadership experience

Demonstrated experience managing complex employee-relations matters

Experience with talent management, succession planning, organizational design, and workforce planning

Experience partnering with senior business leaders

Experience within a large, multi-location, distribution, manufacturing, construction, or similarly complex organization preferred

M&A, organizational integration, or significant change-management experience is a plus

Strong HRIS and people-analytics experience

SHRM-SCP, SPHR, or other advanced HR certification preferred

Work Environment and Requirements

Work is performed across corporate, office, branch, distribution, and operational environments depending on assigned business areas

Frequent interaction with senior leaders, managers, employees, and HR partners

Regular computer, analytical, presentation, and collaborative work

Ability to maintain confidentiality of highly sensitive employee and business information

Travel to company locations may be required

Required PPE must be worn when entering designated operational environments

Extended hours may occasionally be required to support significant employee matters, acquisitions, integrations, reorganizations, or other business priorities

What you'll earn

401(k) with employer match

Medical, dental, and vision insurance

PTO, company holidays, and parental leave

Paid training and certifications

Legal assistance and identity protection

Pet insurance

Employee assistance program (EAP)

QXO is an Equal Opportunity Employer. We value diversity and do not discriminate on the basis of race, color, religion, gender or sexual orientation , national origin, age, disability, or any other protected status.

To comply with Pay Transparency laws, employers must disclose an annual salary range. Actual offers depend on factors such as location, experience, skills, and market data. This position may also offer variable compensation

Salary Range:

USD $115,000.00 - USD $160,000.00 /Yr.

As a Senior Manager, Human Resources at QXO, you’ll serve as a senior HR partner to business leadership, developing and executing people strategies that support organizational performance, employee engagement, and business growth. You’ll provide leadership across employee relations, talent management, organizational effectiveness, workforce planning, and change while ensuring HR programs and practices are effectively implemented across assigned business areas. You’ll also lead and develop HR professionals, provide guidance on complex employee and organizational matters, and partner with HR Centers of Excellence to deliver scalable people solutions.

Strategic HR Partnership

Serve as a senior HR advisor to business and functional leaders

Develop and execute HR strategies aligned with business priorities and organizational objectives

Build strong relationships with leaders to understand operational, organizational, and talent needs

Translate business strategies into actionable workforce and people plans

Provide guidance regarding organizational structure, workforce planning, talent, and employee matters

Identify workforce risks and opportunities and develop appropriate recommendations

Use business and people insights to influence leadership decisions

Ensure HR strategies effectively support both short- and long-term business requirements

Employee Relations and Risk Management

Provide leadership and guidance on complex employee relations matters

Oversee or conduct significant workplace investigations

Advise leaders regarding performance management, corrective action, employee conduct, and workplace concerns

Partner with Legal and other stakeholders regarding sensitive or higher-risk employee matters

Ensure employee issues are addressed consistently and according to company policies

Identify employee-relations trends and develop proactive solutions

Maintain appropriate documentation and confidentiality

Talent and Organizational Effectiveness

Lead talent-management and succession-planning activities across assigned business areas

Partner with leaders to identify critical roles, talent gaps, and development priorities

Support organizational design and restructuring initiatives

Lead performance-management and talent-review processes

Develop strategies to strengthen employee engagement, retention, and leadership capability

Partner with Learning and Development regarding leadership and employee-development programs

Support change-management initiatives associated with organizational transformation

Coach leaders on building high-performing and accountable teams

Workforce Planning and Talent Acquisition

Partner with leadership and Talent Acquisition to develop workforce plans

Evaluate current and future talent requirements based on business strategy

Identify organizational capability gaps and recommend appropriate solutions

Support strategic hiring and talent decisions

Monitor turnover, staffing, and workforce trends

Partner with Compensation on organizational levels, job structures, and compensation considerations

Support succession planning and internal mobility initiatives

HR Program Execution

Partner with Compensation, Benefits, Talent Acquisition, Learning and Development, HR Operations, and other HR teams

Ensure enterprise HR programs are effectively implemented within assigned business areas

Provide business insight to inform development and improvement of HR programs

Lead significant HR projects and initiatives

Support annual compensation, performance, engagement, and talent processes

Ensure leaders and employees receive clear communication regarding HR programs and changes

People Analytics

Analyze workforce metrics, trends, and organizational data to identify risks and opportunities

Monitor headcount, turnover, retention, engagement, talent, and other key people metrics

Develop insights and recommendations based on workforce data

Provide leadership with clear visibility into organizational health and workforce trends

Establish and monitor HR-related action plans and outcomes

Use data to measure effectiveness of HR programs and people strategies

HR Team Leadership

Lead, coach, and develop HR Managers, Associate Managers, Associates, or other assigned HR professionals

Establish clear priorities and performance expectations

Build HR capabilities through coaching, training, and career development

Promote cross-training and knowledge sharing

Conduct performance evaluations and support succession planning within the HR team

Foster a collaborative, responsive, business-focused, and high-performing HR organization

Compliance and Governance

Ensure HR practices align with company policies and applicable employment requirements

Maintain awareness of changes in employment law and workforce regulations

Partner with Legal and HR leadership to manage employment risk

Ensure appropriate documentation and HR controls are maintained

Support HR audits and compliance activities

Promote consistent and equitable application of HR policies and practices

Transformation and Continuous Improvement

Identify opportunities to improve HR processes, employee experience, and organizational effectiveness

Lead HR process and service improvements

Support HR technology implementations and enhancements

Develop scalable HR practices that support organizational growth

Provide HR leadership for acquisitions, integrations, reorganizations, and other significant business changes

Support integration of employees, policies, processes, and organizational structures as applicable

Lead additional strategic HR initiatives and projects as assigned

Broad and deep Human Resources expertise

Proven experience serving as a strategic HR partner to business leaders

Strong employee-relations and employment-risk management capabilities

Demonstrated people leadership and employee-development skills

Strong talent-management, organizational-development, and workforce-planning expertise

Excellent business acumen and ability to understand operational priorities

Strong judgment and ability to navigate complex and sensitive employee matters

Excellent executive communication, coaching, and influencing skills

Ability to build credibility and relationships across organizational levels

Strong analytical capabilities and ability to use workforce data to drive decisions

Strong organizational, project-management, and change-management skills

Ability to operate effectively within a large, complex, and rapidly evolving organization

High level of discretion, integrity, and confidentiality

Preferred Qualifications

Bachelor's degree in Human Resources, Business Administration, or a related field required

8+ years of progressive Human Resources experience preferred

3+ years of HR leadership or people-management experience preferred

Significant HR Business Partner or HR Generalist leadership experience

Demonstrated experience managing complex employee-relations matters

Experience with talent management, succession planning, organizational design, and workforce planning

Experience partnering with senior business leaders

Experience within a large, multi-location, distribution, manufacturing, construction, or similarly complex organization preferred

M&A, organizational integration, or significant change-management experience is a plus

Strong HRIS and people-analytics experience

SHRM-SCP, SPHR, or other advanced HR certification preferred

Work Environment and Requirements

Work is performed across corporate, office, branch, distribution, and operational environments depending on assigned business areas

Frequent interaction with senior leaders, managers, employees, and HR partners

Regular computer, analytical, presentation, and collaborative work

Ability to maintain confidentiality of highly sensitive employee and business information

Travel to company locations may be required

Required PPE must be worn when entering designated operational environments

Extended hours may occasionally be required to support significant employee matters, acquisitions, integrations, reorganizations, or other business priorities