Regional Human Resources Manager

Regional HR Manager (Remote)

About us

You can find Arclin everywhere. Our technologies make homes and transportation safer, help crops flourish, keep water clean, protect first responders and members of the military, and preserve the purity of essential pharmaceuticals. These vital, everyday products can't fail, and we’re here to give the world an extra layer of performance and peace of mind.

With ~4,000 team members across more than 30 global manufacturing facilities, we operate with the scale to make a global impact and the agility to solve complex challenges at the molecular level. Rooted in scientific discovery and innovation, Arclin’s materials redefine performance across industries - from Firepoint®’s patented intumescent technology that helps stall flames and save lives to the iconic Kevlar® and Nomex® brands trusted to protect those who serve, strengthen aerospace and industrial systems, and perform where reliability and safety are top of mind.

As we expand our mission-critical materials portfolio and shape the next era of performance technologies, we’re looking for people who want to grow, lead, and solve the challenges others can’t. Together, we’ll advance the innovations that keep the world moving. Because at Arclin, our people are truly Vital Beyond Measure.

About The Role

The Regional Human Resources Manager serves as the strategic HR business partner for multiple manufacturing facilities across a designated region. Reporting to the Senior Director, Human Resources, this role partners closely with Operations leadership to drive business performance through talent strategy, employee relations, workforce planning, organizational effectiveness, and compliance. While the position is remote, regular travel to manufacturing sites is required to build relationships, support leaders, and execute key HR initiatives.

What You Will Do:

Strategic Business Partnership

• Partner with Regional Operations, Manufacturing Directors, Plant Managers, and functional leaders to align HR strategies with business objectives.
• Provide coaching and consultation on organizational design, leadership effectiveness, change management, and workforce planning.
• Analyze workforce metrics and trends to identify opportunities that improve operational performance.
• Support business growth, acquisitions, restructuring, and integration activities.

Employee Relations & Compliance

• Lead complex employee relations investigations and recommend appropriate resolutions.
• Ensure compliance with federal, state, and local employment laws and company policies.
• Mitigate organizational risk through consistent policy interpretation and sound employment decisions.
• Partner with Legal and Senior HR Leader on high-risk employment matters, litigation, and regulatory inquiries.

Talent Management & Leadership Development

• Partner with Center of Excellence (COE) talent management team to drive succession planning and leadership development across manufacturing locations.
• Partner with Talent Acquisition to develop recruiting strategies for critical manufacturing and leadership positions.
• Coach leaders on employee engagement, retention, and performance improvement.

Workforce Planning & Organizational Effectiveness

• Support workforce planning initiatives that align staffing with production demands.
• Lead organizational design efforts and workforce optimization projects.
• Utilize HR analytics to identify trends related to turnover, absenteeism, overtime, and labor costs.
• Implement HR initiatives that improve productivity and employee engagement.

Compensation, Benefits & Rewards

• Partner with Center of Excellence (COE) Compensation team on market pricing, organizational structure, and pay decisions.
• Support annual merit, bonus, and performance review processes.
• Educate leaders on compensation philosophy and equitable pay practices.

HR Projects & Continuous Improvement

• Lead regional HR initiatives and cross-functional projects.
• Identify process improvements that enhance employee experience and operational efficiency.
• Support implementation of new HR systems, policies, and programs.

What You Bring:

Required

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• 8-10 years of progressive HR experience supporting manufacturing, industrial, distribution, or operations environments.
• 5+ years of experience partnering with senior operational leaders.
• Strong employee relations and investigation experience.
• Working knowledge of federal and state employment laws.
• Experience supporting multi-site operations.
• Ability to travel approximately 40-60% within the assigned region.

Preferred

• SHRM-SCP or SHRM-CP certification.
• Experience supporting union and non-union manufacturing environments.
• Experience with acquisitions, organizational transformation, or large-scale change initiatives.

Core Competencies

• Strategic Business Partnership
• Manufacturing Operations Knowledge
• Leadership Coaching
• Employee Relations
• Labor & Employment Law
• Change Management
• Organizational Development
• Talent Management
• Workforce Planning
• HR Analytics
• Conflict Resolution
• Influence Without Authority
• Business Acumen
• Decision Making
• Cross-functional Collaboration

Equal Opportunity Employer


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