Manager II, HR

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• Partner with business leaders to understand workforce requirements and drive people strategies aligned with business objectives. • Lead end-to-end talent acquisition activities including manpower planning, sourcing, recruitment, selection, onboarding, and employer branding. • Build and maintain a strong talent pipeline to meet current and future business needs across functions. • Manage compensation and benefits administration, ensuring internal equity, market competitiveness, and adherence to company policies. • Support annual salary review processes, promotion cycles, incentive programs, and compensation benchmarking exercises. • Oversee payroll operations to ensure timely and accurate processing of salaries, statutory deductions, reimbursements, and related activities. • Ensure compliance with applicable labour laws, payroll regulations, taxation requirements, and internal controls. • Drive the performance management process including goal setting, mid-year reviews, annual appraisal cycles, calibration discussions, and development planning. • Work closely with managers to strengthen performance culture through regular feedback, coaching, and performance improvement initiatives. • Identify organizational capability gaps and develop annual training plans aligned with business priorities. • Lead learning and development initiatives covering technical, functional, behavioural, and leadership capability building.
• Drive employee engagement initiatives that strengthen employee experience, communication, retention, and workplace culture. • Plan and execute employee connect programs, recognition initiatives, surveys, and action plans based on employee feedback. • Support Organization Development interventions including organizational design, succession planning, talent reviews, change management, and culture-building initiatives. • Provide HR insights and analytics on hiring, attrition, performance, employee engagement, learning effectiveness, and workforce trends to support decision-making. • Oversee administration activities including facilities management, travel, security, housekeeping, transportation, vendor management, and workplace infrastructure to ensure seamless operations. • Ensure effective implementation of HR policies, processes, and governance standards across the organization. • Build strong relationships with employees and managers, providing guidance on people-related matters and helping resolve employee concerns in a timely manner. • Maintain HR documentation, employee records, and process controls to ensure compliance, audit readiness, and data integrity. • Drive continuous improvement in HR processes, systems, and employee experience through automation, simplification, and best practices.

About Regal Rexnord

Regal Rexnord is a publicly held global industrial manufacturer with 30,000 associates around the world who help create a better tomorrow by providing sustainable solutions that power, transmit and control motion. The Company’s electric motors and air moving subsystems provide the power to create motion. A portfolio of highly engineered power transmission components and subsystems efficiently transmits motion to power industrial applications. The Company’s automation offering, comprised of controls, actuators, drives, and precision motors, controls motion in applications ranging from factory automation to precision control in surgical tools.

The Company’s end markets benefit from meaningful secular demand tailwinds, and include factory automation, food & beverage, aerospace, medical, data center, warehouse, alternative energy, residential and commercial buildings, general industrial, construction, metals and mining, and agriculture.

Regal Rexnord is comprised of three operating segments: Industrial Powertrain Solutions, Power Efficiency Solutions, and Automation & Motion Control. Regal Rexnord has offices and manufacturing, sales and service facilities worldwide. For more information, including a copy of our Sustainability Report, visit RegalRexnord.com.

Notification to Agencies: Please note that Regal Rexnord Corporation and its affiliates and subsidiaries ("Regal Rexnord") do not accept unsolicited resumes or calls from third-party recruiters or employment agencies. In the absence of a signed Master Service Agreement or similar contract and approval from HR to submit resumes for a specific requisition, Regal Rexnord will not consider or approve payment to any third-parties for hires made.