Senior HR Manager – Southwest Region

Job Overview

Be a part of something BIG! As a Sr. HR Manager at Komatsu in Mesa Arizona, you will partner with leaders across our expanding Southwest Mining Distribution Region to support growth, transformation, and operational change. This role requires a strong HumanResources background supporting manufacturing,industrial, dealer ordistribution operations and will lead people strategies related to organizational growth, facility relocation, and cultural evolution. You will manage and develop a team of HR professionals in a highly visible role with broad organizational impact and strong career growth potential. The successful candidate is a trusted business partner who builds relationships, drives results, influences culture, and continuously improves people practices to meet evolving business needs.

Key Job Responsibilities

• Strategic Planning – serve as a member of the senior leadership team to develop and implement people strategies that support long-term business objectives, including organizational effectiveness, workforce scalability, and culture alignment during periods of growth and change
• Change Management & Organizational Transformation – lead and support enterprise and business unit level change initiatives, including organizational design and structure reviews, facility relocation, workforce transitions, process transformation, and cultural evolution. Partner with leaders to assess change readiness, manage impacts, and sustain adoption
• Leadership Coaching & Advisory – coach and advise leaders on the development of critical leadership capabilities, employee engagement, and people management practices. Serve as a trusted advisor on culture, leadership behaviors, and change leadership that reinforce Komatsu values and a high performance, inclusive environment
• Employee Relations – partner with HR professionals and business leaders to address employee relations matters, mitigate risk, and ensure fair, consistent, and timely resolution of issues that support employee accountability and operational effectiveness
• Talent Strategy & Workforce Planning – collaborate with business stakeholders to develop organizational design, workforce planning, and talent strategies aligned with current and future business needs
• Talent Acquisition – partner with Talent Acquisition specialists and Centers of Excellence to develop and execute strategies that build strong talent pipelines, including partnerships with educational institutions and local communities
• Talent Development & Succession Planning – identify and implement solutions to address talent gaps through talent reviews, succession planning, and targeted development initiatives
• HR Program Leadership & COE Partnership – partner with HR Centers of Excellence, including Compensation and Benefits, Payroll, Talent, HR Operations, and HRIS, to ensure effective delivery and alignment of HR programs, policies, and processes that support business objectives and Komatsu culture
• Employment Law & Compliance – ensure compliance with all federal, state, and local employment laws and regulations, including wage and salary administration, labor practices, health, safety, environmental compliance, and immigration requirements
• HR Operations & Team Leadership – lead, mentor, and develop a team of HR professionals to deliver consistent, high quality HR support and customer service across the region

Qualifications/Requirements

• Undergraduate degree in Human Resources, Business Administration, Organizational Development, or a related field. A combination of relevant education and experience may be considered
• 10+ years of progressive human resources experience
• Demonstrated leadership experience preferred, including the ability to lead, mentor, and develop HR teams while influencing leaders in a complex, matrixed, operational environment
• Demonstrated experience leading and supporting large scale change management initiatives, with the ability to navigate ambiguity, rapid change, and evolving business priorities
• Experience supporting mergers, acquisitions, or business integrations strongly preferred
• Proven ability to influence organizational culture and leadership behaviors without direct authority
• Strong business acumen with the ability to align people strategies to operational and financial objectives
• SPHR or PHR designation is a definite asset
• Prior HR experience supporting manufacturing, industrial, heavy equipment, or distribution operations is a strong benefit
• Experience supporting skilled trades environments and developing effective talent acquisition strategies is an asset
• Project management experience implementing HR initiatives across multiple sites or regions
• Advanced communication skills, including verbal, written, and facilitation capabilities
• Outstanding people skills with demonstrated success resolving complex HR issues and escalations
• Strong HRIS and MS Office skills, including SuccessFactors, Word, Excel, and PowerPoint
• Labor relations experience, including union negotiations, is an asset
• Willingness and ability to travel occasionally, up to 15 percent
• Passion for building resilient, adaptable organizations and fostering a culture of continuous improvement

Additional Information