Plant Human Resources Manager

Plant Human Resources Manager Crucial Hire Carthage, Missouri, United States (On-site) About the Company Established manufacturer, profitable and growing, with a site that runs around the clock. Leadership tenure here is long and turnover in the management ranks is low. This opening exists because the last person in the seat was promoted. About the Role This is a Plant HR Manager seat built for a business partner and change agent, not a policy administrator. The function is stable and well established. What it has not had is someone to modernize it. The incoming Manager will rebuild how the site hires, onboards, trains, and retains, change the working relationship between HR and operations, and put process in place that moves numbers rather than documents them. All of it at the pace of a manufacturing floor rather than a corporate calendar. Change on a plant floor is earned in person. Supervisors decide whether to follow you based on whether you are out there when something goes wrong at 5 a.m., not on what the org chart says. The people who succeed in this seat are the ones who can hold a hard line on compliance and still be the first call a Plant Manager makes. The reporting structure is dual. Functionally into the Director of Human Resources, Operations. Operationally into the Plant Manager. Site HR Business Generalists report into this role. The site supports 300 or more employees across all shifts. If you want a seat where HR is treated as an operating function and where what you build actually stays built, this is that seat. Responsibilities Business partnership. Serve as the Plant Manager's counterpart on workforce planning, organizational design, and the people side of every operational decision. Change leadership. Diagnose what is not working, build the case for a different approach, and carry it through adoption. Influence without authority is the core skill here. Team leadership. Lead and develop the site HR Business Generalists. Peer partnership. Work alongside HR Managers at other sites to keep initiatives consistent across the business. Recruitment and staffing. Own site talent acquisition, headcount, and staffing plans, and partner with Corporate Talent Acquisition on long-term workforce planning and candidate experience. Employee relations. Front-line coaching for supervisors, investigations, disciplinary matters, and daily floor presence across shifts. Benefits and leave. Enrollment, leave administration, FMLA, ADA, and workers compensation case management. Compliance. EEOC, FMLA, ADA, HIPAA, NLRB, wage and hour, recordkeeping, and EEO reporting. Safety. Coordinate compliance and safety training, keep the facility current on requirements and reporting, investigate work-related accidents, and prepare injury reports. Training and development. Supervisor development, required training, and building a bench of hourly leads ready to step up. Metrics. Headcount, turnover, absenteeism, and overtime reporting, with recommendations attached, not just numbers. Qualifications Degree in Business, Management, or Human Resources SPHR or SHRM-SCP preferred Seven or more years supporting the full spectrum of HR disciplines, preferably in a high-speed manufacturing environment, including four or more years in a management role Experience leading or developing other HR staff Experience partnering with Talent Acquisition, HRIS, Compliance, and other HR Centers of Excellence Working knowledge of employment law as it applies on a plant floor Demonstrated conflict and change management skill, and the ability to influence behavior without authority A track record of building or improving processes, not just running the ones already in place. Be ready to describe two things you changed and what the numbers did afterward. Working fluency with an HRIS and applicant tracking system, and the ability to build a report without waiting on corporate Comfort with pace, ambiguity, and being on the floor. This is not a desk role. Preferred Skills Experience in a rural or smaller-market plant where the local labor pool is tight Exposure to lean, continuous improvement, or a formal safety program Interest in taking on multi-site or regional scope over time Pay range and compensation package Company-paid medical, dental, vision, life, and disability coverage. HSA and flexible spending options, dependent care savings, 401(k) with company match, tuition assistance, and paid vacation, holidays, and personal time. Equal Opportunity Statement Our client is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, genetic information, or any other characteristic protected by federal, state, or local law. Seniority Level Director Employment Type Full-time Job Functions Human Resources Manufacturing Skills Human Resources (HR) HR Business Partnering Manufacturing Recruiting Employee Relations Change Management Performance Management Human Resources Information Systems (HRIS) Labor and Employment Law Workforce Planning #J-18808-Ljbffr