Moog is a performance culture that empowers people to achieve great things. Our people enjoy solving interesting technical challenges in a culture where everyone trusts each other to do the right thing. For you, working with us can mean deeper job satisfaction, better rewards, and a great quality of life inside and outside of work.

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The Senior HR Manager, Site HRBP, serves as the senior Human Resources leader for the MITC site. As the primary HR advisor to Site Leadership, this role is responsible for developing and executing people strategies that support business objectives, organizational effectiveness, workforce capability, employee engagement, compliance, and sustainable business growth. The role provides strategic and operational HR leadership while ensuring alignment with regional and global HR priorities.

Key Responsibilities

Strategic Business Partnership & Workforce Planning

• Partner with Site Leadership and Functional Leaders to align people strategies with business objectives and organizational priorities.
• Lead workforce planning, succession planning, capability assessment, organizational design, and talent strategies to support current and future business needs.
• Serve as a trusted advisor to leaders on organizational effectiveness, talent, culture, and people-related risks.

Talent Acquisition & Development

• Lead end-to-end talent acquisition, onboarding, and workforce planning activities for the site.
• Drive performance management, talent reviews, succession planning, leadership development, and capability-building initiatives.
• Build and maintain sustainable talent pipelines through external partnerships and employer branding initiatives.

Employee Engagement, Culture & Employee Relations

• Lead employee engagement and culture initiatives that strengthen employee experience, retention, and organizational performance.
• Provide guidance and coaching to leaders on employee relations matters, workplace concerns, investigations, disciplinary actions, and conflict resolution.
• Foster an inclusive, values-based, and high-performance work environment.

Change Management & Organizational Effectiveness

• Lead the people aspects of organizational change, including restructuring, organizational design, workforce transitions, and transformation initiatives.
• Assess organizational challenges and recommend solutions that improve effectiveness, leadership capability, and business performance.

HR Operations, Compliance & Governance

• Ensure compliance with labor laws, statutory requirements, company policies, POSH regulations, and HR governance standards.
• Oversee payroll administration, audits, HR systems, employee data integrity, statutory compliance, and vendor management activities.
• Ensure efficient, compliant, and effective HR service delivery across the employee lifecycle.

Compensation, Benefits & Budget Management

• Manage site-level compensation and benefits programs, including salary reviews, incentive planning, market benchmarking, and reward initiatives.
• Develop and manage the site HR budget and monitor HR-related expenditures and vendor performance.

HR Analytics & Reporting

• Utilize workforce analytics and HR metrics to identify trends, support decision-making, assess organizational risks, and measure the effectiveness of HR initiatives.
• Provide meaningful workforce insights and recommendations to site, regional, and global leadership.

Leadership & Stakeholder Management

• Lead and develop site HR resources while fostering a culture of accountability, collaboration, and continuous improvement.
• Influence and collaborate effectively with local, regional, and global stakeholders within a matrix organization.
• Support global and regional HR initiatives while representing site-specific business and people needs.

Workplace Safety & Business Continuity

• Support workplace safety, employee well-being, crisis response, and business continuity initiatives in partnership with Site Leadership and relevant functions.

Required Skills & Abilities

• Broad expertise across talent management, employee relations, compensation and benefits, talent acquisition, compliance, HR operations, and organizational development.
• Strong business acumen and strategic HR partnership capabilities.
• Proven ability to influence senior leaders and manage stakeholders in a matrix environment.
• Strong change management, organizational effectiveness, and workforce planning skills.
• Excellent communication, coaching, facilitation, and problem-solving capabilities.
• Strong analytical and data-driven decision-making skills.
• Ability to manage sensitive and confidential matters with professionalism and integrity.

Qualifications

• MBA or equivalent postgraduate qualification in Human Resources, Business Administration, or a related field is highly preferred.

• 15+ years of progressive HR experience, including significant HR leadership and business partnering responsibilities.
• Experience supporting engineering, technology, manufacturing, R&D, or knowledge-based organizations.
• Demonstrated experience in talent management, organizational development, employee relations, compensation and benefits, compliance, and change management.
• Experience working with senior leadership teams and global stakeholders within a multinational environment.
• Strong knowledge of labor laws, statutory compliance, and employment-related matters.
• Experience managing organizational change, restructuring, and workforce transformation initiatives.