Sr. HR Manager - Lansing MI

Key Responsibilities

• Serve as a trusted advisor to senior leaders, aligning site people priorities to the people strategy and building strong, transparent relationships grounded in credibility and trust.
• Influence leadership behaviors and decisions to reinforce operating rhythms, standard work, and the desired culture.
• Translate business strategy into practical, people-centered initiatives that drive consistent execution and employee experience from leadership to the shop floor.
• Provide insights and dashboards on workforce trends, leadership effectiveness, and cultural health to inform the decisions and site performance commitments.

Culture & Engagement

• Act as the leader and steward of site culture, advancing the people-focused culture commitments through a high-trust, high-accountability environment.
• Build authentic relationships with production employees through consistent floor presence, active listening, and responsiveness.
• Ensure employee voice is heard and acted upon through aligned engagement strategies, listening mechanisms, and closed-loop feedback routines.
• Coach leadership teams on behaviors that build trust, respect, inclusion, and accountability.
• Identify and address cultural gaps proactively using data and leader routines, driving sustainable improvements in engagement and retention consistent with targets.

Leadership Effectiveness & Relationship Building

• Develop strong, trust-based partnerships with plant leadership teams, influencing both what decisions are made and how they are executed.
• Coach leaders on communication, employee engagement, and consistent application of policies and practices.
• Drive leadership capability in building positive employee relationships, especially within production environments.
• Support leaders in navigating complex employee relations situations with empathy, fairness, and consistency.

Talent Strategy & Development

• Build and execute aligned strategies to attract, develop, and retain a strong and diverse workforce.
• Lead site talent strategies that support business growth, productivity, and workforce planning expectations.
• Promote a culture of continuous growth, development, and performance accountability.
• Identify capability gaps and implement targeted development plans.

Change Management & Transformation

• Lead change and transformation initiatives with a strong focus on transparency, engagement, and trust-building.
• Ensure employees at all levels understand the “why,” the expected outcomes, and their role in execution, using consistent communication and adoption routines.
• Partner with leadership to model behaviors that reinforce stability and confidence during change.

HR Team Leadership

• Lead, coach, and develop HR team members to be both strategic partners and strong employee advocates.
• Drive consistency in how HR shows up across the organization by implementing a HR operating model—balancing business needs with employee experience.

Governance, Risk & Compliance

• Ensure compliance with all labor laws, policies, and Company standards; maintain audit-ready documentation and consistent practice.
• Address employee relations matters with a balanced approach that reinforces fairness, trust, and respect.