• Lead talent mapping and succession planning in partnership with HR and business leaders. • Establish and steward enterprise-wide standards to ensure thorough talent reviews and robust development plans for top talent and critical roles, building ready-now pipelines for leadership and critical specialist tracks. • Act as an expert, consultative advisor to HR business partners and business leaders on talent management practices, leadership risk, succession, and capability development. • Diagnose team dynamics and design targeted interventions—such as new leader assimilations, team effectiveness workshops, 360 assessments and coaching—to accelerate time-to-productivity and support business growth. • Operationalize the BU and HR talent strategy by aligning enterprise practices, organizational goals, and specific BU needs. • Assess the varying talent maturity of business units and tailor solutions accordingly, avoiding the use of "copy/paste" or off-the-shelf strategies. • Leverage data, analytics, AI, and scientifically validated assessment tools to elevate selection and talent decisions, reduce bias, and predict future capability needs. • Define success metrics for talent management (leading and lagging indicators) and track business impact (e.g., revenue, retention, productivity). • Operate with a high degree of ownership as the strategic bridge across the HR ecosystem. Stepping outside formal boundaries, you will translate predictive capability gaps into comprehensive talent strategies: partnering with Talent Acquisition for external hiring (Buy), Learning & Development for targeted upskilling (Build), and HRBPs to drive internal mobility, succession, and retention (Borrow, Build, Bounce, Bind).

At FORTÉ, every role plays a part in reimagining how the modern workplace works. Whether you're on the front lines with customers or behind the scenes making things run, your work helps people connect, collaborate, and get things done. From classrooms to control centers, we design and deliver the systems that power smarter, more connected workplaces – and it all starts with the people who make them possible. FORTÉ (formerly AVI Systems) is a 100% employee-owned company with 50+ years of experience and a bold new identity. The Senior Manager of Central Resources provides strategic leadership and operational oversight of the Central Resources (CR) team, ensuring high-quality, competitive services to branch operations. This role directs CR managers and supervisors, enhances the branch experience, and ensures centralized services remain cost-effective and competitive with third-party vendors. What You Will Be Doing: - Define and execute the strategic direction of Central Resources to support branch operations. - Partner with manufacturers and internal leaders (Innovation, Delivery, Service, Practices, Operations) to enhance quality, standards, and new product deployment. - Serve as liaison between branches and CR to ensure alignment and clear communication. - Lead internal project kick-offs, knowledge sharing, and design reviews. - Lead and develop CR managers and supervisors, including Installation, Engineering, CAD, and Scheduling functions. - Align career development and training with company partnerships, sales levels, and industry trends. - Establish KPIs to monitor the effectiveness of Central Resources performance, technical standards, and project delivery. - Regularly report on the adoption of standardized methodologies, the success of Central Resources, and project outcomes to senior leadership. What You Bring to Assure Success: - Bachelor’s degree required - 5+ years of progressive design experience in audio/video and networking systems; installation experience preferred - AV industry certifications (AVIXA, AQAV, CompTIA, or equivalent) - Proficiency in AutoCAD 2016 or later - Expertise in audio, video, broadcast, control, and networking systems design - Strong technical, analytical, and problem-solving skills, including the ability to interpret complex documents and data. - Proficiency with ERP, CRM, CMS, HRMS, LMS, ITSM systems and Microsoft Office tools - Effective written and verbal communication skills, including presenting complex topics. - Demonstrated leadership skills, including team collaboration, conflict resolution, customer service, and professional development Why Should You Apply? At FORTÉ, your work matters, and it’s easy to see the impact you make. That’s because we’re 100% employee-owned, and everyone here has a stake in how we show up – for each other, our customers, and the future we’re building. You’ll join a team that values your strengths, supports your growth, and shares your commitment to doing work that moves people and organizations forward. With bold momentum and a clear mission, FORTÉ is a place where you can bring your best – and build what’s next. The benefits of ownership At FORTÉ, you're not just covered – you’re supported. Our employee-owners have access to a comprehensive benefits package designed to protect your health, grow your wealth, and help you do your best work. Here’s a look at what we offer: - Healthcare, vision & dental coverage to keep you and your family well - Health Savings Accounts (HSA) and Flexible Spending Accounts (FSA) for more control over your healthcare dollars - Employer-paid life and disability insurance for added peace of mind - 401(k) with company match to invest in your future - Employee Stock Ownership Plan (ESOP) so you benefit directly from our shared success - Tuition reimbursement and ongoing learning opportunities to support your growth - Employer-paid employee assistance program to care for your physical, mental, and financial health - Paid time off that helps you truly disconnect FORTÉ is an equal opportunity employer, including individuals with disabilities and veterans.

• Lead and continuously improve HR operational processes across the employee lifecycle (onboarding, offboarding, promotions, transfers, etc.) • Identify inefficiencies and implement scalable, standardized processes and workflows across global HR functions • Develop, document, and maintain HR SOPs, policies, and internal knowledge bases • Drive HR operational excellence through automation, system enhancements, and best practices • Ensure data integrity, accuracy, and reporting consistency across HR systems in tandem with other HR team members (HRIS, ATS, etc.) • Lead and execute HR projects, including system implementations, process redesigns, and cross-functional initiatives • Manage timelines, stakeholders, and deliverables to ensure successful project outcomes • Partner with HR leadership to prioritize and execute strategic People initiatives • Track and report on project progress, risks, and outcomes • Partner cross-functionally to support HR programs and initiatives with a focus on continuous improvement and employee experience • Own and enhance the onboarding process, including offer letters, pre-employment screenings, orientation, and onboarding surveys • Administer and optimize performance management processes, including HRIS cycles and compensation planning support • Serve as a trusted advisor to managers and employees, providing guidance on employee relations, policies, and best practices • Promote a positive work environment through engagement initiatives and communication strategies • Support organizational effectiveness and change management initiatives • Act as a backup for termination and offboarding support • Support global payroll processes (U.S., Ireland, UK, Japan), including data entry, audits, and payroll review • Ensure accuracy and timeliness of payroll inputs, including compensation changes and incentives • Partner with Finance and Payroll teams to improve payroll processes and compliance • Track and manage PTO and compensation-related changes • Provide benefits support, including employee inquiries, vendor coordination, and documentation • Support and help improve the annual open enrollment process and communications • Assist with administration and tracking of benefit programs (HSA/FSA, etc.) • Ensure HR practices comply with applicable federal, state, and international employment laws • Maintain accurate employee records and audit-ready documentation • Partner with Legal, Finance, and Security teams to support compliance initiatives and audits • Track and manage compliance training and reporting • Analyze HR metrics (turnover, headcount, engagement) to identify trends and drive improvements • Build and maintain dashboards and reporting to support business decisions • Provide ad hoc reporting and insights to leadership

• Provide specialist advice on Bulgarian employment law and ensure full regulatory compliance • Support individual and collective consultation processes • Advise stakeholders on process and ensure process compliance is followed • Manage end-to-end consultation workflows, including planning, documentation, and stakeholder coordination • Ensure legally compliant and consistent handling of employee relations cases • Prepare and maintain high-quality HR documentation aligned with audit and governance standards • Support clear, structured communication with employees and representatives throughout the processes • Monitor progress of consultation activities and ensure all statutory timelines are met • Identify and escalate employment law and reputational risks where appropriate