Director, Human Resources, Manufacturing, NA
AGCO Corporation · Hesston, KS · 1 mo ago
On-siteHuman Resources$132k–$244k/yrFull-time
We need to output HTML fragment with sections: About the role? Actually the posting includes description. We need to use for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections where there is real specific content. We need to parse the posting.
We have:
- Intro: "Not everyone can claim to feed the world..." etc. That's about the role? Could be "About the role". We'll include that as prose.
- Then description of role: "The Director, Human Resources, North America Manufacturing serves as the senior HR leader..." That's responsibilities.
- Then "Your Workplace" about on-site work model, location options. That could be "Schedule"? Actually schedule is about work model (on-site 4 days/week). Could be "Schedule". We'll treat as Schedule.
- Then "Your Impact" with bullet points: Strategic HR Partnership & Talent Strategy, HR Leadership & Organizational Effectiveness, Enterprise HR Integration, Labor Relations & Employee Relations. Those are responsibilities/duties. Could be under Responsibilities.
- Then "Your Experience And Qualifications": qualifications.
- Then "Your Compensation": pay range and bonus. That's Pay.
- Then "Your Benefits": list of benefits.
- Then inclusion statement etc. That's maybe not needed; could be omitted as boilerplate? It's about diversity, but not boilerplate? Might be considered EEO? It's a statement about inclusion; could be kept as part of About the role? Probably we can keep as a paragraph under About the role or separate? The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. The inclusion statement is about diversity; might be considered EEO? It's not exactly boilerplate but could be considered EEO statement. Safer to drop it? The instruction says remove EEO/equal-opportunity boilerplate. So we should drop that paragraph.
- Also "AGCO is proud to be an Equal Opportunity Employer..." drop.
Thus sections:
About the role: intro paragraph(s) about mission and joining team.
Responsibilities: combine the role description and Your Impact bullet points.
Qualifications: Your Experience And Qualifications.
Pay: Your Compensation.
Benefits: Your Benefits.
Schedule: Your Workplace (on-site model).
Skills? Not explicitly listed; could be omitted.
We need to use
for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections where there is real specific content. We need to parse the posting.
We have:
- Intro: "Not everyone can claim to feed the world..." etc. That's about the role? Could be "About the role". We'll include that as prose.
- Then description of role: "The Director, Human Resources, North America Manufacturing serves as the senior HR leader..." That's responsibilities.
- Then "Your Workplace" about on-site work model, location options. That could be "Schedule"? Actually schedule is about work model (on-site 4 days/week). Could be "Schedule". We'll treat as Schedule.
- Then "Your Impact" with bullet points: Strategic HR Partnership & Talent Strategy, HR Leadership & Organizational Effectiveness, Enterprise HR Integration, Labor Relations & Employee Relations. Those are responsibilities/duties. Could be under Responsibilities.
- Then "Your Experience And Qualifications": qualifications.
- Then "Your Compensation": pay range and bonus. That's Pay.
- Then "Your Benefits": list of benefits.
- Then inclusion statement etc. That's maybe not needed; could be omitted as boilerplate? It's about diversity, but not boilerplate? Might be considered EEO? It's a statement about inclusion; could be kept as part of About the role? Probably we can keep as a paragraph under About the role or separate? The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. The inclusion statement is about diversity; might be considered EEO? It's not exactly boilerplate but could be considered EEO statement. Safer to drop it? The instruction says remove EEO/equal-opportunity boilerplate. So we should drop that paragraph.
- Also "AGCO is proud to be an Equal Opportunity Employer..." drop.
Thus sections:
About the role: intro paragraph(s) about mission and joining team.
Responsibilities: combine the role description and Your Impact bullet points.
Qualifications: Your Experience And Qualifications.
Pay: Your Compensation.
Benefits: Your Benefits.
Schedule: Your Workplace (on-site model).
Skills? Not explicitly listed; could be omitted.
We need to use - for any list of duties/requirements/benefits. So for responsibilities we can list bullet points. For qualifications we can list bullet points. For benefits list bullet points.
We must preserve ALL substantive information; do not invent or summarize away detail. So we need to keep specifics: e.g., "The Director, Human Resources, North America Manufacturing serves as the senior HR leader for AGCO's North America Manufacturing organization and is the primary HR partner to the Vice President, Manufacturing, North America and their leadership team. Reporting to the Vice President, Global HR Business Partner, Supply Chain, this role is responsible for identifying and translating manufacturing business priorities into people strategies that enable operational performance, workforce capability, employee engagement, and organizational effectiveness across North America Manufacturing. The position ensures alignment between North America Manufacturing talent priorities, AGCO's global HR strategy, and the Global Supply Chain people agenda, while maximizing the use of enterprise HR programs, processes, and Centers of Excellence solutions. The Director leads site-based HR leaders and their teams across North America, ensuring consistent execution of talent, workforce, employee relations, and organizational initiatives that support both regional business objectives and global supply chain priorities. The role serves as the primary escalation point for manufacturing HR matters across the region and provides leadership for complex employee relations, organizational, and workforce issues. Additionally, the position serves as the labor relations leader for North America Manufacturing, directing collective bargaining strategy, leading union negotiations, and partnering with business leadership to maintain productive labor-management relationships across represented and non-represented workforces."
Then Your Impact bullet points: we need to keep each bullet as list items.
Let's extract bullet points:
Under "Your Impact":
- Strategic HR Partnership & Talent Strategy
Serve as the senior HR partner to the Vice President, Manufacturing, North America and the Manufacturing Leadership Team, advising on workforce strategy, organizational effectiveness, talent management, succession planning, leadership capability, culture, and change management.
Identify current and future talent requirements across North America Manufacturing and develop strategies that support business goals, operational priorities, and workforce capability needs.
Translate regional business needs into talent priorities while ensuring alignment with AGCO's global HR strategy and Global Supply Chain talent objectives.
Partner closely with the Vice President, Global HR Business Partner, Supply Chain to ensure North America Manufacturing talent plans support broader supply chain priorities and enterprise workforce objectives.
Champion the adoption and execution of AGCO's enterprise talent, leadership, organizational effectiveness, and workforce planning solutions within North America Manufacturing.
- HR Leadership & Organizational Effectiveness
Lead and develop site-based HR leaders and their associated HR teams across North America, establishing alignment, accountability, and consistent delivery of HR programs and services.
Serve as the first point of escalation for significant manufacturing HR matters, providing guidance, support, and decision-making for complex employee relations, organizational, talent, and workforce issues.
Drive effective execution of talent reviews, succession planning, leadership development, workforce planning, engagement initiatives, and organizational design efforts across the manufacturing organization.
Provide coaching and consultation to manufacturing leaders on organizational, leadership, workforce, and employee relations matters.
- Enterprise HR Integration
Partner with HR Centers of Excellence to deliver integrated solutions that address manufacturing business needs.
Ensure North America Manufacturing fully leverages global HR programs, tools, frameworks, and best practices while maintaining alignment with enterprise standards and governance.
Provide feedback and insights to global HR and Supply Chain HR leadership regarding emerging workforce trends, talent risks, and organizational capability needs.
- Labor Relations & Employee Relations
Serve as the lead negotiator for collective bargaining negotiations across North America Manufacturing.
Lead effective labor relations strategy, contract administration, grievance resolution, and labor-management relationship initiatives across represented facilities.
Partner with diverse stakeholders to proactively identify and mitigate labor and workforce risks.
Ensure compliance with applicable labor laws, employment regulations, collective bargaining agreements, and AGCO policies.
We need to keep these as list items under Responsibilities.
Qualifications bullet points:
- Bachelor's degree required, preferably in Human Resources, Business Administration, Labor Relations, Industrial Relations, or a related field.
- Master's degree or advanced HR/labor relations certification preferred.
- 10-15 years of progressive Human Resources experience, including senior-level HR business partner or HR leadership experience in industrial environments.
- Demonstrated experience leading through others, including HR managers, site HR teams and operational groups.
- Direct union negotiation and labor relations experience, including collective bargaining preparation and execution, contract interpretation, grievance management, arbitration support, labor-management relations, and employee relations risk mitigation.
- Broad knowledge of employment laws, labor regulations, HR compliance requirements, and policy application across complex union and non-union work environments.
- Proven ability to advise senior leaders on workforce planning, organizational design, talent strategy, leadership effectiveness, performance management, employee engagement, and change management.
- Strong analytical, communication, executive influencing, problem-solving, and decision-making skills, with the ability to manage sensitive matters with discretion, integrity, and sound judgment.
Benefits bullet points:
- Health care and wellness plans
- Dental and vision plans
- Flexible and virtual work options (where available)
- 401(k) Savings Plan with company match
- Employee Stock Purchase Plan offering eligible employees the ability to purchase AGCO stock at a discounted price
- Paid holidays and paid time off
- Health savings and flexible spending accounts
- Reimbursement for continuing education
- Life insurance and other supplemental insurance plans
Pay: "This position will pay within the range of $132,000.00 - $244,000.00, based on experience. This position is eligible for a bonus based on 25% of compensation."
Schedule: "Your Workplace This role follows AGCO’s on‑site work model, with employees primarily working from an AGCO location a minimum of 4 days per week to support collaboration and teamwork. In this role, you may work onsite in either our Hesston KS, Jackson MN or Duluth GA facilities."
We need to output HTML fragment only, no /. Use
for section headings. Use - for lists. Use
for prose.
We need to decide which sections to include: About the role, Responsibilities, Qualifications, Pay, Benefits, Schedule. Possibly also Skills? Not needed.
We must not repeat job title as heading. Already not.
We must not include Job ID etc.
We must not include filler like "commensurate with experience". Not present.
Now craft HTML.
Structure:
About the role
Not everyone can claim to feed the world, but it is part of our every day. Behind everything we do for our farmers, there is one AGCO team making it happen. We are proud to put our curiosity to work, building a better and more sustainable world. Join our extraordinary team today!
Then Responsibilities:
Responsibilities
- The Director, Human Resources, North America Manufacturing serves as the senior HR leader for AGCO's North America Manufacturing organization and is the primary HR partner to the Vice President, Manufacturing, North America and their leadership team. Reporting to the Vice President, Global HR Business Partner, Supply Chain, this role is responsible for identifying and translating manufacturing business priorities into people strategies that enable operational performance, workforce capability, employee engagement, and organizational effectiveness across North America Manufacturing. The position ensures alignment between North America Manufacturing talent priorities, AGCO's global HR strategy, and the Global Supply Chain people agenda, while maximizing the use of enterprise HR programs, processes, and Centers of Excellence solutions. The Director leads site-based HR leaders and their teams across North America, ensuring consistent execution of talent, workforce, employee relations, and organizational initiatives that support both regional business objectives and global supply chain priorities. The role serves as the primary escalation point for manufacturing HR matters across the region and provides leadership for complex employee relations, organizational, and workforce issues. Additionally, the position serves as the labor relations leader for North America Manufacturing, directing collective bargaining strategy, leading union negotiations, and partnering with business leadership to maintain productive labor-management relationships across represented and non-represented workforces.
- Strategic HR Partnership & Talent Strategy
- Serve as the senior HR partner to the Vice President, Manufacturing, North America and the Manufacturing Leadership Team, advising on workforce strategy, organizational effectiveness, talent management, succession planning, leadership capability, culture, and change management.
- Identify current and future talent requirements across North America Manufacturing and develop strategies that support business goals, operational priorities, and workforce capability needs.
- Translate regional business needs into talent priorities while ensuring alignment with AGCO's global HR strategy and Global Supply Chain talent objectives.
- Partner closely with the Vice President, Global HR Business Partner, Supply Chain to ensure North America Manufacturing talent plans support broader supply chain priorities and enterprise workforce objectives.
- Champion the adoption and execution of AGCO's enterprise talent, leadership, organizational effectiveness, and workforce planning solutions within North America Manufacturing.
- HR Leadership & Organizational Effectiveness
- Lead and develop site-based HR leaders and their associated HR teams across North America, establishing alignment, accountability, and consistent delivery of HR programs and services.
- Serve as the first point of escalation for significant manufacturing HR matters, providing guidance, support, and decision-making for complex employee relations, organizational, talent, and workforce issues.
- Drive effective execution of talent reviews, succession planning, leadership development, workforce planning, engagement initiatives, and organizational design efforts across the manufacturing organization.
- Provide coaching and consultation to manufacturing leaders on organizational, leadership, workforce, and employee relations matters.
- Enterprise HR Integration
- Partner with HR Centers of Excellence to deliver integrated solutions that address manufacturing business needs.
- Ensure North America Manufacturing fully leverages global HR programs, tools, frameworks, and
for section headings. Use - for lists. Use
for prose.
We need to decide which sections to include: About the role, Responsibilities, Qualifications, Pay, Benefits, Schedule. Possibly also Skills? Not needed.
We must not repeat job title as heading. Already not.
We must not include Job ID etc.
We must not include filler like "commensurate with experience". Not present.
Now craft HTML.
Structure:
About the role
Not everyone can claim to feed the world, but it is part of our every day. Behind everything we do for our farmers, there is one AGCO team making it happen. We are proud to put our curiosity to work, building a better and more sustainable world. Join our extraordinary team today!
Then Responsibilities:
Responsibilities
- The Director, Human Resources, North America Manufacturing serves as the senior HR leader for AGCO's North America Manufacturing organization and is the primary HR partner to the Vice President, Manufacturing, North America and their leadership team. Reporting to the Vice President, Global HR Business Partner, Supply Chain, this role is responsible for identifying and translating manufacturing business priorities into people strategies that enable operational performance, workforce capability, employee engagement, and organizational effectiveness across North America Manufacturing. The position ensures alignment between North America Manufacturing talent priorities, AGCO's global HR strategy, and the Global Supply Chain people agenda, while maximizing the use of enterprise HR programs, processes, and Centers of Excellence solutions. The Director leads site-based HR leaders and their teams across North America, ensuring consistent execution of talent, workforce, employee relations, and organizational initiatives that support both regional business objectives and global supply chain priorities. The role serves as the primary escalation point for manufacturing HR matters across the region and provides leadership for complex employee relations, organizational, and workforce issues. Additionally, the position serves as the labor relations leader for North America Manufacturing, directing collective bargaining strategy, leading union negotiations, and partnering with business leadership to maintain productive labor-management relationships across represented and non-represented workforces.
- Strategic HR Partnership & Talent Strategy
- Serve as the senior HR partner to the Vice President, Manufacturing, North America and the Manufacturing Leadership Team, advising on workforce strategy, organizational effectiveness, talent management, succession planning, leadership capability, culture, and change management.
- Identify current and future talent requirements across North America Manufacturing and develop strategies that support business goals, operational priorities, and workforce capability needs.
- Translate regional business needs into talent priorities while ensuring alignment with AGCO's global HR strategy and Global Supply Chain talent objectives.
- Partner closely with the Vice President, Global HR Business Partner, Supply Chain to ensure North America Manufacturing talent plans support broader supply chain priorities and enterprise workforce objectives.
- Champion the adoption and execution of AGCO's enterprise talent, leadership, organizational effectiveness, and workforce planning solutions within North America Manufacturing.
- HR Leadership & Organizational Effectiveness
- Lead and develop site-based HR leaders and their associated HR teams across North America, establishing alignment, accountability, and consistent delivery of HR programs and services.
- Serve as the first point of escalation for significant manufacturing HR matters, providing guidance, support, and decision-making for complex employee relations, organizational, talent, and workforce issues.
- Drive effective execution of talent reviews, succession planning, leadership development, workforce planning, engagement initiatives, and organizational design efforts across the manufacturing organization.
- Provide coaching and consultation to manufacturing leaders on organizational, leadership, workforce, and employee relations matters.
- Enterprise HR Integration
- Partner with HR Centers of Excellence to deliver integrated solutions that address manufacturing business needs.
- Ensure North America Manufacturing fully leverages global HR programs, tools, frameworks, and
for prose. We need to decide which sections to include: About the role, Responsibilities, Qualifications, Pay, Benefits, Schedule. Possibly also Skills? Not needed. We must not repeat job title as heading. Already not. We must not include Job ID etc. We must not include filler like "commensurate with experience". Not present. Now craft HTML. Structure:
About the role
Not everyone can claim to feed the world, but it is part of our every day. Behind everything we do for our farmers, there is one AGCO team making it happen. We are proud to put our curiosity to work, building a better and more sustainable world. Join our extraordinary team today!
Then Responsibilities:Responsibilities
- The Director, Human Resources, North America Manufacturing serves as the senior HR leader for AGCO's North America Manufacturing organization and is the primary HR partner to the Vice President, Manufacturing, North America and their leadership team. Reporting to the Vice President, Global HR Business Partner, Supply Chain, this role is responsible for identifying and translating manufacturing business priorities into people strategies that enable operational performance, workforce capability, employee engagement, and organizational effectiveness across North America Manufacturing. The position ensures alignment between North America Manufacturing talent priorities, AGCO's global HR strategy, and the Global Supply Chain people agenda, while maximizing the use of enterprise HR programs, processes, and Centers of Excellence solutions. The Director leads site-based HR leaders and their teams across North America, ensuring consistent execution of talent, workforce, employee relations, and organizational initiatives that support both regional business objectives and global supply chain priorities. The role serves as the primary escalation point for manufacturing HR matters across the region and provides leadership for complex employee relations, organizational, and workforce issues. Additionally, the position serves as the labor relations leader for North America Manufacturing, directing collective bargaining strategy, leading union negotiations, and partnering with business leadership to maintain productive labor-management relationships across represented and non-represented workforces.
- Strategic HR Partnership & Talent Strategy
- Serve as the senior HR partner to the Vice President, Manufacturing, North America and the Manufacturing Leadership Team, advising on workforce strategy, organizational effectiveness, talent management, succession planning, leadership capability, culture, and change management.
- Identify current and future talent requirements across North America Manufacturing and develop strategies that support business goals, operational priorities, and workforce capability needs.
- Translate regional business needs into talent priorities while ensuring alignment with AGCO's global HR strategy and Global Supply Chain talent objectives.
- Partner closely with the Vice President, Global HR Business Partner, Supply Chain to ensure North America Manufacturing talent plans support broader supply chain priorities and enterprise workforce objectives.
- Champion the adoption and execution of AGCO's enterprise talent, leadership, organizational effectiveness, and workforce planning solutions within North America Manufacturing.
- HR Leadership & Organizational Effectiveness
- Lead and develop site-based HR leaders and their associated HR teams across North America, establishing alignment, accountability, and consistent delivery of HR programs and services.
- Serve as the first point of escalation for significant manufacturing HR matters, providing guidance, support, and decision-making for complex employee relations, organizational, talent, and workforce issues.
- Drive effective execution of talent reviews, succession planning, leadership development, workforce planning, engagement initiatives, and organizational design efforts across the manufacturing organization.
- Provide coaching and consultation to manufacturing leaders on organizational, leadership, workforce, and employee relations matters.
- Enterprise HR Integration
- Partner with HR Centers of Excellence to deliver integrated solutions that address manufacturing business needs.
- Ensure North America Manufacturing fully leverages global HR programs, tools, frameworks, and