Manager, Human Resources

We begin with dreams. Dreams drive our motivation. Dreams are our future. The world's dreams, people's dreams, our dreams. Our passion creates ideas that make dreams come alive. Technology and products that were only dreams become reality. All for dreams. Dreams challenge and the Nidec-Group will continue to meet the challenge. For the world's and people's tomorrows; the world's first, the world's best technologies and products; we will continue our part in creating a better society. Job Summary The Manager, Human Resources is a mid-level management role responsible for planning, directing, and delivering core HR programs and services in support of organizational and workforce objectives. The role ensures consistent execution of HR policies, practices, and processes across employee relations, talent management, performance management, and compliance. Job Description Role Overview The Manager, Human Resources plans, prioritizes, and directs HR activities within an assigned department, business unit, or job family group. The role operationalizes HR strategy through day-to-day execution, coaching leaders, managing employee lifecycle processes, and ensuring effective delivery of HR services. The position typically reports to a Director of Human Resources, HR Business Partner leader, or equivalent senior HR role, and manages a team of HR professionals or specialists. Key Responsibilities HR Operations & Service Delivery Achieve operational and functional HR targets with direct impact on departmental and job family outcomes Establish and execute day-to-day objectives and short-term operational plans for HR service delivery Ensure consistent application of HR policies, procedures, and programs across the workforce Talent & Performance Management Support implementation of talent acquisition, onboarding, performance management, and development processes Partner with leaders to address workforce planning, succession, and development needs Provide guidance to managers on performance management, coaching, and corrective actions Employee Relations & Compliance Lead resolution of difficult but moderately complex employee relations matters, applying judgment within established policy and legal frameworks Ensure compliance with labor, employment, and workplace regulations Partner with Legal or senior HR leadership on escalated employee issues as needed HR Policy & Program Execution Execute HR programs related to compensation, benefits, learning, engagement, and workforce initiatives Drive moderate improvements to HR processes and practices to enhance effectiveness and employee experience Support change management efforts associated with organizational or policy changes Stakeholder Communication & Influence Communicate with stakeholders within and occasionally outside the department, including managers and employees Explain HR policies, practices, and procedures to leaders and team members Influence consistent adoption of HR standards while addressing business-specific needs People Leadership & Talent Management Manage a team of HR professionals (typically three or more direct reports) Assign work, set priorities, and review outputs to ensure delivery of operational objectives Provide coaching, training, and performance feedback to develop team capability Provide primary input into hiring, performance, promotion, and reward decisions for direct reports Problem Solving & Continuous Improvement Identify HR operational risks, inefficiencies, and improvement opportunities Lead analysis and resolution of moderately complex HR challenges impacting multiple stakeholders Apply discretion within defined operational boundaries to balance consistency, employee experience, and business needs Qualifications Education & Experience Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent experience Typically 5–7 years of progressive HR experience, including people leadership or significant functional/project leadership responsibility Knowledge, Skills & Abilities Practical and advanced knowledge of HR principles, employment practices, and HR operations Experience leading teams and managing HR service delivery within a defined functional or business area Strong problem-solving and decision-making skills, applying judgment within established frameworks Clear, effective communication skills with the ability to explain policies, practices, and implications Understanding of how HR activities influence organizational performance and employee outcomes Additional Job Details Management – M2 Organizational Impact

• Works to achieve operational, functional, and/or business targets within team with direct impact on departmental or job family results
• Delivers operational results that have impact on the immediate or short-term results (e.g., less than 1 year) for the department and/or job family group
• Plans and establishes goals and objectives for a team typically comprising of intermediate-level professionals and entry level professionals Communication & Influence
• Communicates with parties within and occasionally outside of own department or job family, which may include external clients or partners depending upon the job area
• Requires ability to influence others outside of own job area on policies, practices and procedures Innovation & Complexity
• Responsible for making moderate improvements of processes, systems, or products to enhance performance of the job area
• Problems are difficult and moderately complex and typically impact multiple departments or job family
• Problems are typically solved through drawing from prior experience and analysis of issues Leadership & Talent Management
• Manages a team typically comprising of intermediate-level professionals and entry level professionals
• Leads, directs and reviews the work of team members in order to accomplish operational plans and results
• Typically has hiring, firing, promotion, and reward authority within own area, in accordance with manager review and approval Knowledge & Experience
• Requires practical knowledge in leading and managing the execution of processes, projects and tactics within one job area
• Typically has advanced knowledge and skills within a specific technical or professional discipline with understanding of the impact of work on other areas of the organization
• Typically has a bachelor’s degree or equivalent professional certification and 5 years of prior relevant experience Equal Employment Opportunity and Affirmative Action at Nidec Nidec is an Equal Employment Opportunity (EEO) and Affirmative Action Employer encouraging diversity in the workplace. All qualified applicants receive consideration for employment without regard to their age, gender, gender identity, sexual orientation, race, color, genetic information, religious creed, national origin, physical or mental disability, protected veteran status, or any other characteristic protected by law. For more information regarding your (EEO) rights as an applicant, please visit the following website: Work Shift Schedule No Soliciting Nidec will not accept unsolicited resumes from individual recruiters or third party recruiting agencies in response to Nidec job postings. No fee will be paid to third parties who submit unsolicited candidates directly to our hiring managers. Pre-approval from the Nidec Talent Acquisition team is required before any external candidate can be submitted and such candidate must be submitted to the Nidec Talent Acquisition team.