Regional Human Resources Business Partner

Responsibilities Assist the VP of Human Resources in executing the company’s HR vision and strategy Lead HR initiatives across multiple locations, ensuring alignment with business goals Partner with GMs, senior leadership, plant managers, and HR teams to drive workforce planning, succession planning, and organizational structure improvements Lead and monitor HR KPIs in assigned plants, identifying trends, issues, and improvement opportunities Ensure plant leadership is accountable for culture, engagement, and talent development Oversee union negotiations, grievance handling, and contract compliance at unionized plants Function as a strategic partner in labor relations, ensuring consistency in CBA interpretation across locations Develop and execute union-avoidance strategies at non-union sites while maintaining positive employee relations Lead workplace investigations, audits, and risk mitigation efforts to ensure HR and legal compliance Ensure adherence to federal, state, and local employment laws across multiple jurisdictions Lead talent acquisition strategies, ensuring staffing levels align with production demands Lead succession planning and leadership development programs, coaching plant HR teams on talent pipeline management Assess and support local plant HR team development, ensuring HR capabilities align with business needs Implement standardized training and career development frameworks across the region Lead HR process improvement initiatives, benchmarking best practices across locations Align HR technology and systems with business needs, ensuring efficiency and data accuracy Manage HR budgets and resources, optimizing HR function performance across sites Drive employee engagement, inclusivity programs, and culture-building initiatives across the region Function as a change agent in organizational restructures and workforce transitions Lead HR compliance audits to ensure risk management across locations Provide guidance to plant HR teams on implementing proactive policies that address labor trends, legislation, and best practices Requirements Bachelor’s degree or equivalent experience required (Master’s preferred) 10+ years of HR experience in a manufacturing or industrial environment, with at least 2+ years in a unionized setting Experience in collective bargaining, workforce planning, HR compliance, and talent management required Certification in: SHRM-CP, SHRM-SCP, PHR, or SPHR, Certified Labor Relations Professional (CLRP) or other union/labor relations certifications a plus Strong knowledge of labor laws (NLRA, FLSA, OSHA, FMLA, ADA) and CBA interpretation Strong experience in union labor relations, collective bargaining, grievance resolution, and multi-state compliance Proficiency in HRIS systems, timekeeping software (e.g., Success Factors, UKG/UltiPro), and Microsoft Office Suite Ability to analyze HR metrics to identify trends and drive process improvements Expertise in talent management, workforce planning, and performance coaching Strong conflict resolution, negotiation, and communication skills Strategic mindset, with a focus on HR best practices and operational efficiency Ability to work in fast-paced, high-volume manufacturing settings, balancing priorities effectively Proactive problem solver with a data-driven approach English required; additional language skills are a plus 50% travel required #J-18808-Ljbffr