Human Resources Manager

The Human Resources Manager serves as a strategic partner to plant and functional leadership, driving people strategies that directly support business performance, operational excellence, workforce stability, and organizational growth. This role is responsible for translating business priorities into actionable HR initiatives across talent management, culture, workforce planning, compliance, employee relations, and leadership development.


The HR Manager is expected to balance strategic vision with hands-on execution, ensuring consistent, compliant, and high-impact HR support throughout the facility. This position requires a leader who can influence decision-making, challenge the status quo when necessary, and drive measurable improvements through people-focused solutions in a fast-paced manufacturing environment.


Key Responsibilities:

1. Strategic Business Partnership

• Partner with Plant Leadership to align HR strategies with business objectives, operational goals, and organizational priorities.
• Participate in leadership meetings, providing workforce insights, trend analysis, and recommendations based on HR metrics and business needs.
• Identify organizational gaps and implement initiatives that strengthen leadership capability, workforce effectiveness, and succession readiness.
• Lead workforce planning activities aligned with production demands, business growth, launches, and long-term operational strategies.
• Act as a trusted advisor to leaders on organizational, talent, and employee-related matters.

1. Talent & Organizational Effectiveness

• Lead end-to-end talent acquisition efforts, including recruiting, hiring, onboarding, and workforce planning.
• Develop and maintain succession plans for key positions and critical talent within the organization.
• Coach leaders on performance management, employee development, accountability, and engagement strategies.
• Support organizational design initiatives to improve efficiency, role clarity, and leadership effectiveness.
• Drive retention strategies that support workforce stability and employee growth.

1. Culture, Engagement & Leadership

• Lead employee engagement initiatives and action planning efforts designed to improve organizational culture and employee satisfaction.
• Reinforce company values, leadership expectations, and organizational standards through structured programs and daily interactions.
• Partner with leaders to address cultural challenges and improve communication, trust, accountability, and teamwork.
• Support leadership development initiatives, workshops, training programs, and change management activities.
• Maintain a strong presence on the production floor to build relationships and proactively identify opportunities for improvement.

1. Employee Relations & Compliance

• Lead investigations and provide guidance on complex employee relations matters, disciplinary actions, corrective actions, and terminations.
• Ensure compliance with all federal, state, and local employment laws and company policies.
• Partner with legal counsel as needed to mitigate organizational risk and maintain compliance.
• Maintain accurate, thorough, and audit-ready documentation for employee relations and compliance matters.
• Promote consistent application of policies, procedures, and work rules throughout the organization.

1. HR Operations & Process Excellence

• Ensure accurate and efficient HR operations, including employee records, reporting, payroll coordination, benefits administration, and data integrity.
• Drive standardization and continuous improvement of HR processes, systems, and workflows.
• Monitor, analyze, and report key HR metrics, including headcount, turnover, absenteeism, recruiting * effectiveness, and workforce trends.
• Maintain documentation and processes that support audit readiness and compliance requirements.
• Ensure quality, accuracy, and consistency across all HR functions.

1. Compensation & Workforce Cost Management

• Support compensation decisions aligned with internal equity, market competitiveness, and business objectives.
• Provide recommendations regarding offers, promotions, transfers, and salary adjustments.
• Partner with leadership on workforce budgeting, labor planning, and headcount management.
• Support initiatives that balance workforce effectiveness with cost control and operational needs.

1. Change Management & Projects

• Lead or support organizational change initiatives, system implementations, new launches, restructuring efforts, and business transformation projects.
• Ensure effective communication, stakeholder alignment, and execution of project deliverables.
• Track project progress and hold stakeholders accountable for timely completion of objectives.
• Drive continuous improvement initiatives that enhance organizational effectiveness and employee experience.