Regional HR Manager, Advanced Assembly

Primary Duties:

Strategic Leadership & Business Partnership

• Serve as the primary HR business partner to regional operations leadership teams.
• Translate corporate HR strategy into regionally relevant plans that support business goals and workforce needs.
• Provide data-driven HR insights and recommendations to regional leadership on topics such as headcount planning, turnover, engagement, and labor cost.
• Participate in regional business reviews across Automotive and North America as needed, and contribute an HR perspective to operational decision-making.

Team Leadership & Development

• Directly supervise, coach, and develop site-level HR Managers across U.S. and Canadian locations.
• Establish clear performance expectations, conduct regular one-on-ones, and deliver formal performance reviews for all direct reports.
• Build bench strength within the HR team through targeted development plans, cross-site collaboration, and succession planning.
• Foster a high-performing HR team culture grounded in accountability, continuous improvement, and employee advocacy.
• Partner with the Regional HRBP – Automotive to identify leadership development trends and needs, and create / implement solutions to support the growth and development of the organization.

Employee Relations & Compliance

• Oversee the consistent and legally compliant handling of complex employee relations matters, including investigations, disciplinary actions, and terminations across all sites.
• Ensure compliance with all applicable federal, state, provincial, and local employment laws, including FMLA, ADA, NLRA, OSHA, ESA (Ontario/BC/etc.), and Human Rights legislation across U.S. and Canadian jurisdictions.
• Serve as escalation point for sensitive or high-risk ER situations requiring senior HR judgment.
• Support Automotive Business Unit in identifying trends or risks, and partner with team members to create solutions to improve.

Talent Acquisition & Workforce Planning

• Partner with site HR Managers and regional operations leaders to forecast staffing needs and develop recruitment strategies for hourly and salaried positions.
• Support high-volume and specialized hiring initiatives, ensuring sourcing strategies reflect the regional labor market landscape.
• Drive consistency in hiring practices across the Automotive business unit and within the North America region by continuously supporting and looking for improvements in onboarding standards and new-hire experience.

Training & Organizational Development

• Identify regional training needs and partner with Learning & Development to deploy programs related to leadership development, safety compliance, and workforce skills.
• Lead or facilitate manager training on topics such as performance management, harassment prevention, and HR policy application across the Automotive business unit.
• Support change management efforts during organizational restructuring, facility expansions, or process improvements.

HR Metrics & Reporting

• Track and analyze key HR metrics (turnover, absenteeism, time-to-fill, engagement scores) across all sites (including across the Automotive business unit) and present findings to regional and corporate leadership.
• Ensure accuracy and timeliness of HR data within the HRIS for all regional locations.
• Identify trends and proactively recommend interventions to address workforce challenges before they become operational issues.

Scope/Dimensions 

• Manages a team of six salaried employees, and will be responsible for providing HR support to approximately 600-800 employees (hourly and salaried)
• The Regional HR Manager AA will interact with the North America Leadership team for Automotive, other Business Units as needed, and corporate staff leaders, including Legal, Finance, EH&S, HR and Ethics & Compliance

Top 4 Competencies Needed for Success in the Role:

• Empowers and Develops: Promotes a learning culture through coaching, stretch opportunities, sharing expertise and providing honest and helpful feedback
• Engages and Inspires Others: Is a Role Model for the NSG Group’s Vision, Values and Code of Ethics, using them as guideposts for conducting own day-to-day activities
• Decision Making: Takes appropriate actions to minimize risks and maximize the opportunities in decision-making process. Promotes the review and learning from business decisions
• Safety & Quality Focus: Identifies breakdowns in internal processes and systems that directly impact customer service and quality to ensure that issues are properly identified and resolved

Qualifications Required:

Education

• Bachelor's degree in Human Resources, Business Administration, Industrial Relations, or a related field.

Experience

• Minimum of 7 years of progressive human resources experience, with at least 3 years in a union environment.
• Prior experience in a manufacturing, automotive, industrial, or supply chain environment.
• Demonstrated experience directly managing HR staff or a team of HR professionals.
• Proven track record of managing complex employee relations matters and conducting workplace investigations.
• Experience supporting collective bargaining or working in a unionized manufacturing environment.

Knowledge & Skills

• Strong working knowledge of U.S. federal and state employment law (FLSA, FMLA, ADA, Title VII, NLRA, OSHA).
• Demonstrated ability to influence and partner with operations and senior leadership.
• Excellent verbal and written communication skills; able to present HR data and recommendations clearly and concisely.
• Proficiency with HRIS platforms (e.g., UKG) and Microsoft Office Suite.
• Ability to travel approximately 30% of the time, including cross-border travel to Canadian facilities (valid passport required).
• This role is hybrid, with regular onsite work required three (3) days minimum per week.

Qualifications Desired:

Education

• Master's degree in Human Resources, Business Administration, or Organizational Development.

Certification

• SHRM-SCP (Society for Human Resource Management – Senior Certified Professional) or SPHR (Senior Professional in Human Resources) certification.
• CPHR (Chartered Professional in Human Resources) designation or equivalent Canadian HR certification.

Experience

• Prior experience in the automotive glass, glazing, or glass components manufacturing sector.
• Familiarity with Lean Manufacturing, Six Sigma, or continuous improvement cultures and their HR implications.
• Experience with mergers, acquisitions, or facility start-ups from an HR integration standpoint.

Knowledge & Skills

• Familiarity with Canadian provincial employment standards and human rights legislation.
• Experience designing or facilitating leadership development programs for front-line manufacturing supervisors.
• Familiarity with cross-border compensation and benefits practices, including Canadian benefit plan administration.
• Experience leveraging HR analytics tools or dashboards (Power BI, Visier, etc.) to tell data-driven workforce stories.

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NSG Group/Pilkington is an equal opportunity employer; M/F/D/V encouraged to apply.  Qualified candidates will receive consideration without regard to age, race, color, religion, gender, sexual orientation, disability, or national origin.  Applicants have the option to confidentially self-identify or not self-identify when applying.

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