Human Resources Partner

Position Summary

The Human Resources Manager for Manufacturing Operations serves as a strategic partner and hands-on leader, responsible for driving HR initiatives that support a high-performance, safety-focused production environment. This role collaborates closely with plant leadership to align workforce planning, talent development, and employee engagement with operational objectives. The HR Manager oversees the full spectrum of HR functions, ensuring compliance, fostering a positive workplace culture, and enabling organizational growth.

Key Responsibilities:

• Strategic Partnership: Work with plant and operations leaders to synchronize staffing, training, and performance management with production goals.
• Workforce Planning: Anticipate labor needs, support cross-training, and maintain optimal staffing levels for all shifts.
• Talent Acquisition & Onboarding: Lead recruitment efforts for manufacturing and skilled trades roles; design onboarding programs that reinforce safety, quality, and productivity.
• Employee Relations: Address workplace concerns promptly, conduct investigations, and resolve issues in accordance with company policies and regulatory standards.
• Performance Management: Guide supervisors in delivering feedback, coaching, and development plans for hourly and salaried staff.
• Compensation & Benefits: Advise on competitive pay structures, overtime, and shift premiums; administer benefits programs.
• Compliance & Safety: Ensure adherence to employment laws and workplace safety regulations; partner with EHS teams to promote a safe working environment.
• Culture & Engagement: Champion initiatives that build a collaborative, inclusive, and resilient workplace culture.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred.
• 5 years of progressive HR experience in manufacturing, operations, or industrial settings.
• Proven success supporting both hourly and salaried workforces in high-volume environments.
• Strong knowledge of labor laws, safety regulations (OSHA), and HR best practices.
• Experience in employee relations, investigations, and conflict resolution.
• Demonstrated ability to influence leaders, manage change, and implement workforce programs.