Human Resources Business Partner

Senior Human Resources Manager – Manufacturing Plant

Location: Waco, Texas

Industry: Manufacturing / Industrial Operations

Position Overview

We are seeking a highly strategic, business-minded Senior Human Resources Manager to serve as a key member of the plant leadership team for a leading manufacturing organization. This individual will be responsible for driving the site's people strategy while serving as a trusted business partner to the Plant Manager and operational leadership.

The ideal candidate brings a strong foundation in manufacturing HR, exceptional business acumen, and the ability to connect workforce strategies directly to operational performance and financial results. This role requires more than traditional HR management; we are looking for a proactive leader who understands the financial drivers of a manufacturing operation, leverages data to influence business decisions, and partners closely with site leadership to improve productivity, workforce effectiveness, and overall plant performance.

This is a highly visible, hands-on leadership opportunity for an HR professional who can balance strategic planning, operational execution, and employee engagement in a dynamic manufacturing environment.

Key Responsibilities

Strategic HR Leadership & Business Partnership

• Serve as a strategic advisor and trusted business partner to the Plant Manager and site leadership team, aligning people strategies with business objectives, operational priorities, and financial performance.
• Participate actively in plant leadership meetings, business reviews, strategic planning, and operational decision-making.
• Translate business objectives into actionable HR strategies that improve workforce capability, organizational effectiveness, and site performance.
• Partner with functional leaders to identify organizational challenges, assess talent needs, and develop solutions that support operational excellence.
• Provide thoughtful, data-driven recommendations and constructively challenge leadership decisions when necessary.
• Lead organizational design, workforce planning, succession planning, and change management initiatives to support evolving business needs.
• Establish credibility at all levels of the organization, from frontline employees to senior executives.

Financial Acumen & Operational Performance

• Develop a strong understanding of the plant's financial performance, operating budget, labor costs, productivity expectations, and key business drivers.
• Partner with the Plant Manager, Finance, and Operations leadership to evaluate workforce costs and their impact on profitability, operating margins, and overall site performance.
• Analyze direct and indirect labor expenses, overtime, staffing levels, turnover costs, absenteeism, and workforce utilization to identify opportunities for improvement.
• Support labor budgeting, headcount forecasting, workforce modeling, and cost optimization initiatives.
• Evaluate the financial implications of hiring decisions, compensation changes, organizational structures, and workforce investments.
• Partner with operational leaders to identify workforce-related opportunities to improve efficiency, reduce costs, and maximize productivity without compromising safety, quality, or employee engagement.
• Use financial and operational insights to develop proactive HR solutions that support the plant's short- and long-term business objectives.

KPI Management, Workforce Analytics & Business Insights

• Establish, monitor, and analyze key HR and operational metrics to evaluate workforce effectiveness and organizational health.
• Partner with site leadership to develop actionable plans addressing performance gaps and emerging workforce trends.
• Track and report on critical metrics, including:
• Labor cost as a percentage of production or revenue
• Overtime utilization and labor efficiency
• Employee turnover, retention, and associated costs
• Absenteeism and attendance trends
• Headcount, staffing productivity, and workforce capacity
• Time-to-fill and hiring effectiveness
• Employee engagement and workforce stability
• Training effectiveness, skills development, and succession readiness
• Develop dashboards, scorecards, and reporting tools that provide meaningful insights to plant leadership.
• Present workforce trends, risks, and recommendations during leadership reviews and operational planning meetings.
• Use data to move beyond reactive HR management and drive measurable improvements in plant performance.

Plant HR Operations & Employee Relations

• Provide leadership and oversight across core HR functions, including employee relations, performance management, talent acquisition, compensation, compliance, and employee development.
• Build strong relationships with frontline employees, supervisors, and operational leaders through a visible, engaged presence on the manufacturing floor.
• Partner with leadership to proactively address employee relations challenges, performance concerns, and organizational issues.
• Ensure consistent application of HR policies, employment practices, and applicable federal, state, and local regulations.
• Coach managers on effective leadership, accountability, communication, and employee engagement.
• Lead complex employee relations matters, investigations, and conflict resolution with sound judgment and professionalism.
• Support a culture of safety, continuous improvement, operational discipline, and employee accountability.

Talent Management & Organizational Effectiveness

• Partner with site leadership to assess organizational capability and identify critical talent gaps.
• Develop workforce and succession plans to support business continuity, operational growth, and leadership development.
• Strengthen frontline leadership effectiveness through coaching, development, and performance management.
• Partner with Operations to identify skill gaps and develop training strategies that improve workforce capability and productivity.
• Lead employee engagement, retention, and culture initiatives that positively influence workforce stability and business performance.
• Support organizational transformation, process improvement, and change management initiatives.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related field required; advanced degree or HR certification preferred.
• 8–12+ years of progressive HR experience, including significant HR leadership experience within a manufacturing, industrial, aerospace, automotive, or similarly complex operational environment.
• Proven success serving as a strategic HR business partner to Plant Managers, General Managers, and senior operations leaders.
• Strong financial and business acumen , including an understanding of plant P&L drivers, labor budgets, operating expenses, productivity, and cost management.
• Demonstrated ability to analyze workforce data, operational KPIs, and financial metrics to influence leadership decisions and drive measurable business results.
• Experience developing workforce plans, managing labor costs, and aligning staffing strategies with production demands.
• Strong employee relations expertise and experience supporting large hourly workforces in fast-paced manufacturing environments.
• Proven ability to influence senior leadership, challenge assumptions, and provide strategic recommendations with confidence and credibility.
• Experience supporting organizational change, continuous improvement, and operational excellence initiatives.
• Excellent analytical, communication, problem-solving, and executive presentation skills.
• Ability to balance strategic business partnership with hands-on HR leadership and operational execution.
• Experience leading and developing HR team members preferred.