Human Resources Manager - Manufacturing Campus

About the role

The dynamic and experienced Human Resources Manager will support our multi‑site manufacturing operation. This role is pivotal in maximizing employee performance to achieve the organization’s strategic objectives. The HR Manager will oversee the HR program across multiple sites to ensure consistency and efficiency, protect all aspects of the business, consult and influence talent decisions, and partner with managers and the Plant Director to become a trusted advisor. The role emphasizes serving our hourly workforce and being accountable for their success.

Responsibilities

• Strategic HR Leadership
  • Lead and direct the plant Human Resources team, fostering a strong engagement culture and solid communications across diverse work teams.
  • Ensure positive employee relations and develop robust candidate pipelines for hourly and skilled positions.
  • Utilize business knowledge to support leaders in solving business challenges, develop solutions, and assist in communication and deployment.
  • Regularly assess “what great looks like” and partner with leadership to improve engagement.
  • Develop and implement HR strategies to maximize employee performance in support of strategic objectives.
  • Stay current on changing legal and people landscape.
  • Collaborate with HR Operations to reassess policies and procedures for compliance, relevance, and a best‑in‑class employee experience.
• Partnership and Advisory
  • Partner with managers and the Plant Director to understand their needs and act as a trusted advisor on HR‑related matters.
  • Safeguard the interests of the business, managers, and employees while ensuring compliance with all legal and regulatory requirements.
  • Provide consultation on associate disciplinary actions and terminations, identify trends, and improve two‑way communication.
  • Coach and support leaders on productive coaching sessions and explain the “why.”
  • Investigate issues promptly, communicate timely, document thoroughly, and escalate as appropriate.
  • Maintain compliance with federal, state, and local employment laws, regulations, and best practices; review policies and practices regularly.
• Employee Engagement and Development
  • Coach, train, and develop the facilities’ Human Resources team.
  • Consult, guide, and influence talent decisions.
  • Facilitate talent assessment and identify bench strength for critical roles.
  • Champion collaborative communication among leadership and between leaders and employees.
  • Oversee recruitment, onboarding, and retention strategies.
  • Serve the hourly workforce and hold accountability for their success.
  • Foster a positive and inclusive work environment.
• Operational Excellence
  • Utilize HR metrics and analytics to drive decision‑making and continuous improvement.
  • Lead workforce planning, training, and development initiatives to support efficiency and automation enhancements.
  • Manage HR budgets and resources effectively.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
• Minimum of 5 years of HR experience, with at least 2 years in a management role, preferably in a manufacturing environment.
• SHRM‑CP, PHR, or other Human Resources‑related certification preferred.
• Ability to act with integrity, professionalism, and confidentiality.
• Strong knowledge of employment laws and regulations.
• Ability to work in a fast‑paced and dynamic environment.
• Proficiency in HRIS and other HR‑related software.
• Proven ability to influence and build relationships at all levels of the organization.

Skills and Competencies

• Change Management Expertise: Demonstrated ability to lead and manage organizational change initiatives, ensuring smooth transitions and minimal disruption.
• Cultural Transformation: Proven track record of driving cultural change within an organization, fostering an inclusive and innovative work environment.
• Leadership and Influence: Strong leadership and time‑management skills with the ability to inspire and influence others to embrace change and new ways of working.
• Strategic Thinking: Ability to develop and implement strategies that align with the organization’s vision and goals, promoting a culture of continuous improvement.
• Communication Skills: Excellent communication and interpersonal skills to effectively convey change initiatives and engage stakeholders at all levels.
• Resilience and Adaptability: Capacity to remain resilient and adaptable in the face of challenges, maintaining a positive attitude and encouraging others to do the same.
• Collaboration and Teamwork: Ability to work collaboratively with cross‑functional teams to drive change and achieve common goals.