Manager, Human Resources

South Pittsburg (Hybrid, 1 day / week remote)

We got our start over 125 years ago when Joseph Lodge founded the Blacklock Foundry in South Pittsburg, TN. His scrappy, hardworking spirit continues to lead us today. As a team, we believe cast iron is for everyone. We’re dedicated to manufacturing American-made cookware that we’re proud to use in our very own homes and excited to bring to kitchens, backyards, and campfires around the world. Day in and day out, we work together to stay safe, have fun, and be better than we were the day before.

WHAT FIRES US UP?

By now, you may have caught on to the fact that we’re serious about spreading the joys of cast iron. And while we’re always on the lookout for ways to innovate, we believe in the adage: If it ain’t broke, don’t fix it. That’s why we stand by a simple recipe of just iron and oil (no forever chemicals, since forever!). It’s also why we’re passionate about keeping our campus in our hometown of South Pittsburg, Tennessee, providing great jobs to our community. As we bring our cookware to the next generation of cast iron chefs, we’re looking for people to help us stay true to our roots every step of the way. Does that sound like something you can get behind?

A DAY IN THE LIFE

A day in the life of the Manager, Human Resources is dynamic, engaging, and rarely routine. You’ll spend time guiding your team in delivery of employee experience processes, equipping leaders, providing data-driven insights, and supporting employee relations needs. This role is the connective tissue between People & Culture and Operations, with daily focus on providing practical people solutions that improve capability, culture, and results.

THE IDEAL CANDIDATE IS

Reporting to the Sr. Manager, People and Culture, the Manager, Human Resources is an experienced manufacturing HR leader who brings strong HR acumen, sound discernment, and a people-first approach to supporting an engaged Operations team. Highly relational and approachable, they easily establish trust across both floor operations and leadership teams. They lead through influence - building credibility and actively listening to the business – to partner effectively in guiding leaders, resolving conflict, and shaping a thriving workplace culture. They demonstrate operational agility by balancing day-to-day employee relations with long-term cultural and organizational progress. Ultimately, they thrive in the daily rhythm of manufacturing HR operations and are energized by continuous process improvement within a stable, dynamic role.

RESPONSIBILITIES:

Strategic HR Partnership & Operational Leadership

• Oversee workflows across the People and Culture Generalist team to ensure the efficient delivery of employee services, including hourly recruitment and hiring, and organization-wide onboarding, employee lifecycle, and offboarding events.
• Manage staffing forecasts and workforce planning to support operational needs.
• In partnership with the Senior Manager of People & Culture, translate broad workforce strategies into actionable operational workflows.
• Measure outcomes related to P&C initiatives and make recommendations for continuous improvement as needed.

Employee Relations & Culture

• Supervise and provide expert guidance to Operations leaders on employee relations, conflict resolution, progressive discipline, and policy interpretation.
• In partnership with the HR Supervisor, implement objective investigations into employee grievances, workplace safety reports, or harassment allegations, ensuring proper documentation and risk mitigation.
• Deliver training to Operations leadership that reinforces P&C policy and organizational culture and equips leaders with the necessary application skills.
• Foster a positive and engaging workplace across teams.
• Identify cultural friction points and propose practical interventions that strengthen trust, accountability, and engagement.

Operations Talent Acquisition, Performance Management, and Development

• Oversee recruitment, selection, and retention strategies for all hourly production employees.
• Manage staffing forecasts and workforce planning to support operational demand.
• Manage the Hourly Performance Appraisal process in conjunction with HR Associates.
• Partner with community stakeholders and oversee employee development/apprenticeship programs to build a reliable talent pipeline for high-demand roles.
• Coach frontline leaders on performance management, team development, and accountability.

Data Analysis & Compliance

• Oversee HCM data maintenance and integrity.
• Ensure adherence to federal, state, and local employment laws and company policies.
• Partner with the HR Supervisor to leverage people analytics, delivering meaningful and actionable workforce data to Operations leadership.
• Drive retention and workforce reliability initiatives by partnering with the HR Supervisor and Operations leadership to identify drivers of turnover and absenteeism, executing responsive action plans.
• Supervise and develop the P&C Generalist team.
• Ensure effective and efficient delivery of HR administrative operations.

Other duties as assigned.

BASIC REQUIREMENTS:

• Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent experience.
• 6+ years of progressive HR experience, with at least 3 years in a direct HR leadership role.
• Minimum of 3 years HR experience in a manufacturing environment.
• Professional HR certification preferred.
• Workday experience preferred.

SUMMARY OF NECESSARY KNOWLEDGE, EXPERIENCE, AND SKILLS:

• Seen as a trusted advisor with strong relationship management skills and the ability to establish and maintain relationships with key stakeholders
• Ability to influence leaders and engage hourly production teams in a fast-moving environment
• Ability to set clear objectives, measure outcomes, and continuously improve processes for effective service delivery
• Strong interpersonal communication and collaboration skills
• Employee relations experience with sound judgment on escalation
• Broad knowledge of federal and state employment laws
• Demonstrated experience with Human Capital Management (HCM) systems
• Strong team leadership ability and the ability to coordinate team activities to align with business needs

EMPLOYEE BENEFITS

• Competitive Pay
• Generous Paid Time Off
• Insurance Benefits (Medical, Dental, Vision, Prescription, Life, and Short-Term Disability)
• On-Site Clinic and Fitness Center
• 401k Match and Deferred Profit-Sharing Program
• Quarterly Profit Sharing
• Employee Assistance Program
• Scholarship Opportunity and Tuition Reimbursement
• Employee Discount at Lodge Factory Store and Big Bad Breakfast
• Safety, Holiday, and Celebratory Events

EQUAL OPPORTUNITY EMPLOYER

Lodge Manufacturing does not discriminate based on race, color, creed, national or ethnic origin, gender, religion, disability, age, political affiliation or belief, veteran status, or citizenship status (except in those special circumstances permitted or mandated by law).