HR Manager

About the role

The Human Resources Manager is the primary HR leader for manufacturing facility located in Ripley, TN. This position is responsible for providing both strategic and hands-on HR leadership across the full employee lifecycle, including recruiting and staffing, employee and employee relations, performance management, compensation, training and development, talent management, compliance, organizational development, and employee engagement. The HR Manager works closely with plant leadership to understand operational priorities and translate business needs into practical people strategies. The successful candidate will be highly visible and engaged throughout the facility, comfortable working directly with employees and supervisors on the production floor, and able to move effectively between strategic initiatives and day-to-day HR responsibilities. This position partners with Corporate HR to ensure consistent implementation and administration of company-wide HR policies, processes, programs, and best practices at the plant level, while addressing site-specific workforce and operational needs. This position must maintain an indirect (dotted-line) reporting relationship with the designated Regional HR Manager or Senior HR Business Partner, leveraging the Regional HR Manager and/or Sr. HRBP as a strategic advisor, consultant, and thought partner on organizational matters, policy interpretation, and complex HR issues to ensure alignment with broader HR strategies and company practices. This role requires a proactive, responsive HR professional who demonstrates sound judgment, builds trusted relationships, anticipates issues, solves problems at their root cause, and continuously looks for opportunities to improve HR processes and the employee experience.

Responsibilities

• HR Leadership & Business Partnership: Serve as the primary HR partner and advisor to the Plant Manager and plant leadership team; develop and implement HR strategies and action plans aligned with plant operating objectives and broader business priorities; provide coaching, guidance, and recommendations to managers and supervisors regarding employee matters, organizational effectiveness, workforce planning, performance, and leadership effectiveness; build strong working relationships with employees at all levels and maintain a visible HR presence throughout the facility; anticipate workforce and organizational needs and recommend practical solutions that balance employee needs, business requirements, risk, and cost; lead and support organizational change initiatives, with particular attention to workforce and employee implications; promote a culture of integrity, respect, accountability, safety, continuous improvement, and operational excellence.
• Employee & Labor Relations: Serve as the primary point of contact for employee relations matters within the facility; coach supervisors and managers on employee performance, attendance, conduct, policy interpretation, corrective action, and other employee matters; conduct timely, thorough, objective, and well-documented workplace investigations and provide sound, defensible recommendations to management; identify and address workplace concerns that may affect employee morale, engagement, retention, or organizational health; work constructively through conflict and facilitate effective resolution of complex employee issues; where applicable in a union environment, support labor relations activities, collective bargaining agreement administration, grievance handling, and productive relationships with union representatives;