Manufacturing, Human Resources Manager

About the role

This position contributes to the Organizational Strategy, Culture & Leadership function within Human Resources, working to support their assigned areas. The role partners with business and HR leadership to build the conditions for sustained performance, trust, agility, and sustainability. The incumbent will translate business priorities into people strategies that strengthen engagement, leadership effectiveness, manager capability, talent readiness, team effectiveness, and workforce alignment. The role serves as a strategic advisor and execution lead for organizational health, change leadership, performance systems, psychological safety, succession planning, and organizational design.

Responsibilities

• Develop and execute organizational strategy, culture, and workforce plans that align people priorities to business goals and operational objectives.
• Build manager capability by designing, coaching, and reinforcing practical leadership routines, expectations, tools, and accountability mechanisms.
• Partner with leadership teams to improve leadership effectiveness, decision quality, communication discipline, team health, and follow-through on people priorities.
• Lead engagement and culture initiatives that strengthen trust, inclusion, psychological safety, and employee connection across teams and functions.
• Lead change management strategies for business, workforce, process, and organizational transitions, including stakeholder alignment, communication planning, readiness assessment, and adoption support.
• Drive talent and succession processes that identify critical roles, assess bench strength, develop talent pipelines, and support leadership continuity.
• Strengthen performance systems by reinforcing goal alignment, feedback quality (A.C.E. Check-ins), performance differentiation, development planning, and leadership accountability.
• Assess team effectiveness and organizational health; identify barriers to collaboration, trust, performance, and sustainable execution, and recommend practical interventions.
• Partner with business and HR leaders on organizational design, operating model changes, role clarity, capability needs, and workforce strategies aligned to business direction.
• Consult with management on strategic and operational HR matters, including organizational effectiveness, employee relations trends, staffing considerations, compensation implications, and manager/employee capability gaps.
• Drive common execution and implementation of core HR processes across supported groups in partnership with HR Centers of Expertise.
• Sustain a clean and safe work area using 6S principles.

Requirements

The estimated base salary for this position is $112,000 to $154,000 annually. The estimated range is meant to reflect an anticipated salary range for the position. We may pay more or less than of the anticipated range based upon market data and other factors, all of which are subject to change. Individual pay is based on upon location, skills and expertise, experience, and other relevant factors.

Applicants must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment visa at this time.

Qualifications

• 5+ years of HR professional experience, with at least 2 years in a generalist, organizational effectiveness, talent, culture, change management, or HR business partner role.
• Experience partnering with leadership teams on organizational strategy, workforce planning, culture, change management, talent, performance, or organizational design priorities strongly preferred.
• Minimum Bachelor’s degree required. Master’s degree in Human Resources, Business, Organizational Development, Industrial/Organizational Psychology, or related field preferred.
• Mechanical, manufacturing, quality-regulated, global, or multi-site HR experience preferred.
• Strong knowledge of HR management components including engagement, culture, talent management, performance management, change leadership, organizational design, leadership development, and workforce planning.
• Proven consulting, coaching, facilitation, and influencing skills with the ability to build credibility and partner effectively with leaders, managers, employees, and HR Centers of Expertise.
• Strong change management capability, including stakeholder analysis, communication planning, readiness assessment, adoption planning, and reinforcement of new behaviors or ways of working.
• Strong project and process management skills, including the ability to define workstreams, clarify ownership, manage timelines, track risks, and drive execution through others.
• Demonstrated ability to manage complex relationships, navigate ambiguity, and balance strategic priorities with day-to-day operational HR needs.
• Employee relations experience, including experience supporting managers and employees through policy application, issue resolution, communications, and implementation of HR processes.
• Strong written and verbal communication skills, including the ability to prepare clear leadership communications, presentations, decision summaries, and implementation materials.
• Understand verbal and written safety and quality instructions and can read and comprehend written work instructions including words and drawings.
• Must have basic English written and oral communication skills adequate to communicate with other team members.

  Skills

  • Strategic thinking and problem-solving skills.
  • Excellent interpersonal and communication skills.
  • Ability to work independently and as part of a team.
  • Strong analytical and organizational skills.
  • Knowledge of HR best practices and industry trends.
  • Ability to manage multiple projects simultaneously.
  • Proficiency in Microsoft Office Suite.
  • Understanding of regulatory requirements and compliance.
  • Ability to adapt to changing environments and priorities.
  • Strong negotiation and conflict resolution skills.
  • Ability to influence and motivate others.
  • Knowledge of human resources policies and procedures.
  • Ability to handle sensitive and confidential information.
  • Ability to prioritize tasks and meet deadlines.
  • Ability to work in a fast-paced environment.
  • Ability to collaborate with cross-functional teams.
  • Ability to conduct research and gather data.
  • Ability to analyze and interpret data.
  • Ability to provide guidance and training to others.
  • Ability to develop and implement HR strategies.
  • Ability to manage employee relations and resolve conflicts.
  • Ability to conduct performance evaluations and provide feedback.
  • Ability to develop and implement training programs.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
  • Ability to manage employee development and succession planning.
  • Ability to manage employee performance and accountability.
  • Ability to manage employee relations and conflict resolution.
  • Ability to manage employee training and development.
  • Ability to manage employee benefits and compensation.
  • Ability to manage employee engagement and retention.
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