HR Manager

Reporting to the Sr. Director of Division HR, the Human Resources Manager serves as a key strategic partner to the Operating Company President and senior leadership team. This role is responsible for leading all facets of human capital strategy, organizational effectiveness, and workforce planning within a high-performance, high-complexity environment. Acting as a business advisor, this individual will drive alignment between operational goals and people strategy, ensuring the organization has the right talent, structure, culture, and capabilities to compete and thrive. The role requires exceptional leadership, strong business acumen, the ability to influence at all levels, and a passion for coaching and developing others. Strategic HR Leadership Serve as the senior-most HR leader at the site and a core member of the local leadership team. Translate business strategies into actionable HR plans that drive productivity, engagement, and operational success. Provide thought partnership to the President and leadership team on people-related decisions, organizational structure, and culture. Develop and lead workforce planning strategies that align talent supply with business demand across hourly, salaried, and leadership roles. Identify organizational capability gaps and create plans to address future talent and skill needs through development, recruitment, or succession strategies. Business Partnership & Influence Operate as a trusted advisor and coach to leaders at all levels, including peers, subordinates, and superiors. Ask the right questions, challenge conventional thinking, and guide leaders to make better people and business decisions. Lead complex change initiatives, helping leaders navigate organizational transformation with clarity and empathy. Drive alignment and accountability around performance expectations, behavioral standards, and leadership effectiveness. Talent Development & Organizational Effectiveness Build a talent development culture by designing and executing strategies for skill-building, career growth, and leadership readiness. Support talent development planning processes by identifying high-potential employees and ensuring robust development plans are in place. Champion inclusion and employee engagement strategies that enhance workplace culture, reduce turnover, and increase discretionary effort. Partner with COEs to implement corporate talent and OD initiatives effectively at the plant level. Employee Relations & Compliance Provide leadership on all employee relations matters, including investigations, conflict resolution, and corrective action, ensuring fairness and compliance. Serve as the primary liaison for legal and regulatory audits, labor law compliance, and company policy adherence. Promote a culture of safety, accountability, and continuous improvement. Serve as the affirmative action officer for the facility and ensure compliance with all related programs and reporting. HR Operations Excellence Oversee and continuously improve core HR operations, including recruiting, onboarding, benefits administration, and policy execution. Manage HR metrics and KPIs; analyze data and trends to inform decision-making and recommend improvements. Lead and develop the local HR team, fostering a culture of accountability, collaboration, and high performance. Ensure seamless partnership and communication with corporate HR and shared services to maintain consistency, alignment, and service excellence. Additional duties as assigned. Knowledge, Skills, and Abilities (KSAs) Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership techniques, and coordination of people and resources. Demonstrated experience leading HR transformation initiatives, such as scaling teams, building succession pipelines or managing culture changes. Deep expertise in workforce planning, organizational design, employee relations, and talent development. Deep understanding of how manufacturing P&L drivers (throughput, margin, capacity, cost, OEE) connect to talent decisions. Ability to translate business strategy into multi-year workforce and capability roadmaps. Knowledgeable in payroll and HRIS systems required; experience with HCMs. Knowledge of comp structures, job evaluation, incentive design, and benefits cost levers. Knowledge of applicable laws, regulations, and agency rules pertaining to employee and labor relations, workers' compensation, OSHA, AAP, OFCCP, U.S. immigration regulations, and other human resources programs. Knowledge of U.S. labor laws associated with the NLRB and EEOC, with demonstrated ability to support a non-organized manufacturing work environment through positive employee relations practices. Excellent interpersonal skills with the ability to communicate with diverse work groups at all levels of the organization. Able to plan, organize, and prioritize work while demonstrating flexibility to adapt to shifting priorities. Working knowledge in MS Word, Excel, and PowerPoint. Ability to work extended hours as needed to complete assignments. Demonstrated ability to exhibit and model the following core competencies: Leading Change/Change Management - Balance change and continually strive to improve business performance. Leading People/Teamwork - Design and implement strategies that maximize employee’s potential and foster high ethical standards. Communication - Explain, advocate and express facts and ideas in a convincing manner and negotiate with individuals and groups. Business Acumen - Understand and interpret business metrics and utilizes latest business strategies to focus on outcomes and create opportunities for success. Results Driven/Process - Make timely and effective decisions and produce results through planning and implementation of processes, systems, and programs, stressing accountability and continuous improvement. Education and Experience Bachelor’s degree in Human Resources, Business Management or a related field, or equivalent experience required. Master’s degree is strongly preferred. 15 or more years of Human Resources experience required with at least 5+ years at a management level. 5 or more years’ experience in a Manufacturing operation is preferred. 10 or more years of Supervisory experience is preferred. Proven success supporting and advising senior leadership teams. SHRM-CP or PHR certification is preferred. Proficiency with Microsoft Office applications and an HCM system is required. Working Conditions The physical demands described here are representative of those that must be met by an employee to perform the essential functions of this job successfully. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Equal Opportunity Alamo Group is proud to be an Equal Employment Opportunity, affirmative action employer. All qualified applicants will be considered without regard to race, national origin, color, religion, age, genetics, sex, sexual orientation, gender identity or expression, disability or veteran status. We maintain a drug-free workplace and perform pre-employment substance abuse testing (where permitted by law). #J-18808-Ljbffr