Senior Human Resources Manager, Manufacturing & Operations

Senior Human Resources Manager, Manufacturing & Operations Job Description Posted Monday, April 6, 2026 at 4:00 AM At Libbey, we are MAKERS . No matter what you do at Libbey, you contribute to the making of the finest glass and tabletop products in the world. At Libbey, your valuable impact makes a difference and together we live our legacy while shaping our future to win as one! LIBBEY: For Makers, By Makers. Since 1818! The Senior Manufacturing & Operations Human Resources Manager serves as the senior-most HR Leader for the Toledo Manufacturing Plant and local Distribution Centers. This role is responsible for strategic HR direction, workforce planning, and organizational effectiveness across Libbey's U.S. manufacturing and supply chain functions. These functions include production, quality assurance, plant engineering, molding & machine repair, service/distribution, environmental health & safety and accounting. The Senior Manufacturing & Operations Human Resources Manager oversees full HR strategy for a complex, multi-union manufacturing operations workforce, ensuring alignment with enterprise goals. Qualified candidates must be able & willing to work onsite at Libbey's 24/7 manufacturing facility. RESPONSIBILITIES Labor and Union Relations Leads long-term labor strategy for the Toledo Plant and local distribution centers. Serves as primary HR escalation point for all union activity, drives consistency across multi-union and multi-site environment. Defines and implements facilities-wide communications strategies. Partner with plant leadership and labor partners to establish, plan for and participate in union collective bargaining contract negotiations. Oversees complex grievance and arbitration strategy and execution, ensuring alignment with Libbey’s long‑term labor strategy, existing policies and defined disciplinary processes. Provides consultation and guidance for managers and associates on the Collective Bargaining Agreements, and Libbey’s policies and processes. Talent Acquisition Continuously evaluates and seeks to improve processes for efficient and cost‑effective hourly hiring, through partnership with internal and/or external partners and the plant leadership team. Leads the talent strategy for all salaried and hourly roles; ensures alignment with business growth, and succession planning. Oversees onboarding and creates long‑term workforce pipeline strategies (apprenticeships, skilled trades development, labor partnerships). Manages compliance and reporting Talent and Organization Capability Development Manage the annual talent review and succession planning processes for each functional client group Directs talent strategy, ensuring bench strength, succession planning and leadership capability building. Assess training & development needs for client groups and identify comprehensive and cost effective development solutions Develop and deliver training programs Create/maintain current job descriptions for all roles Ensure core people data is accurately maintained Active involvement in managing the annual compensation programs that influence CBA increases, merit and incentive processes Recommend, develop and implement new policies to support continuous improvement Conduct associate exit interviews and communicate/apply learnings in partnership with facility leadership teams. Culture Development & Engagement Prioritize, lead and support safety within all facilities (in partnership with EH&S leaders and facility leadership teams) Supporting initiatives around Libbey’s purpose driven strategy Coach associates on, and drive the behaviors expected, to support our strategy and competencies Create and manage HR communications that are appropriate for a diverse manufacturing workforce Partner with leadership to proactively prevent and actively manage associate relations issues, including fair and consistent application of policies and disciplinary action Provide consultation and guidance for managers and associates on Libbey’s policies and processes Lead, influence and empower the organization to fulfill our purpose (living our legacy, shaping our future, and winning as one). Cultivate a diverse and inclusive culture where associates can thrive, make us better and fuel ideas/innovations to ensure our long‑term success. HR Cost Management, Processes and Metrics Provide leadership, coaching and development to plant HR team to ensure a high level of performance Manage/maintain electronic data and associate records for all managed facilities Provide routine reporting on key HR metrics (hiring, absenteeism, voluntary turnover, grievance tracking, etc.) Ensure ongoing compliance with all legal and procedural requirements; conduct routine compliance audits and implement corrective actions Proactively identify and implement actions to reduce HR costs and improve efficiency Respond to requests for information by various entities (e.g., EEOC, OCR) Support HR department effectiveness by establishing standardized, documented, sustainable processes for routine transactions and leveraging manager/associate self‑service opportunities Work collaboratively across the company with HR colleagues to establish and maintain standardized HR processes to optimize HR effectiveness (Centers of Excellence include, but not limited to: Payroll, Benefits, HR Information Systems, Talent Acquisition). REQUIREMENTS & QUALIFICATIONS Required: Bachelor's degree required (preferred areas of Business Administration/Human Resources/Labor Relations) Required: 8‑12 years of experience as an HR manager or business partner for a site or function Required: 3‑4 years of experience managing other HR professionals Required: Ability to work onsite at a 24/7 manufacturing facility. Core business hours are Monday – Friday, 7:00am – 5:00pm with occasional flexibility to be present for off‑shifts and weekends (5% of the time on average) Required: Solid understanding and knowledge of human resources practices in recruitment, organizational development, policy administration, benefits, training and associate relations Proven organizational leadership capabilities with expertise in implementing and managing change Exceptional written and verbal communication skills Strong project management skills, ability to multi‑task, remain highly organized and thrive in a deadline‑driven environment Ability to influence senior leaders (managers, directors) on people‑driven strategies and decisions Ability to work collaboratively and effectively with others, at multiple levels Thorough knowledge of state and federal employment regulations and record keeping requirements High level of proficiency in Microsoft Office (Outlook, Word, Excel, PowerPoint); familiarity with other HR software strongly desired (Dayforce HCM, etc.) A bias for customer / stakeholder service, communication and action Creativity and resourcefulness Strong attention to detail and follow‑through Ability to make decisions based on sound judgment and rationale Demonstrated ability to work proactively with minimal supervision Professional integrity and the ability to maintain confidential information and communication COMPETENCIES FOR SUCCESS Take Control: ask for the direction and support you need to attain mastery of your objectives and ownership of your professional development. Be Engaged & Committed: lean in to learn, engage, and contribute, resulting in increased performance and personal satisfaction from your work. Be Accountable: hold yourself responsible for achieving your goals and successfully executing against the organization's initiatives. Continuous Improvement Mindset: act with curiosity, proactively identifying and implementing changes to enhance work processes and outcomes. Consistently seek opportunities to improve efficiency, quality and overall effectiveness. Lead & Develop: Coach, mentor and motivate team members to drive high levels of productivity and achievement. Inspire and empower others to achieve organizational goals and be innovative in a safe environment. Drive engagement by fostering open communication and collaboration. Plan & Execute: Manage work effectively, setting clear performance expectations and holding yourself and team members accountable for outcomes. Actively monitor performance, providing clear and concise feedback. Act with fairness and integrity in all situations. Influential Leadership: A self‑aware, transparent, inclusive, encouraging and supportive leader, prioritizing the company's needs. A steward of engagement who utilizes influence to drive actions that align to Libbey's values. Champion engagement, creating an inclusive, positive and meaningful experience for all Makers. Develop a legacy of great talent within your function; understand the importance of investing in our associates. Governance Leadership: Enforce a high-performance culture where each Maker feels driven to do what they do best while understanding the expectations placed on them at work. Always align business decisions, keeping Libbey's strategy front of mind. Be responsible for Maker safety and compliance in all situations. Strategic Leadership: Consistently share the importance of connecting your functional strategy to Libbey's strategy, leading to successful completion of business goals. Create engagement and understanding - communicate a clear and compelling vision with a concise roadmap and expectations. Live One Libbey, investing in the planning and collaboration across functions for the greater good of the company. Libbey is an Equal Employment Opportunity (“EEO”) Employer. We are committed to an inclusive workplace, free of harassment and discrimination. #J-18808-Ljbffr