HR Manager - Manufacturing Campus

Human Resources Manager - Pittsburgh Campus

The HR Manager - Pittsburgh Campus will support our multi-site manufacturing operation. This role is pivotal in maximizing employee performance to achieve the organization’s strategic objectives. The HR Manager will oversee the HR program across multiple sites to ensure consistency and efficiency. This role will protect all aspects of the business, consult and influence talent decisions, and partner with managers and the Plant Director to become a trusted advisor. This role also emphasizes serving our hourly workforce and being accountable for their success.

Essential Functions & Key Responsibilities:

Strategic HR Leadership:

• Lead and direct the plant Human Resources team to include fostering a strong engagement culture, bridging diverse work teams through solid communications, ensuring positive employee relations, and developing solid candidate pipelines for hourly and skilled positions
• Know our business and goals. Utilize business knowledge to provide support to leaders in solving business challenges. Develop solutions and assist in communication and deployment
• Regularly assess what great looks like
• Partner with leadership to improve engagement. Develop and implement HR strategies to maximize employee performance to support the company’s strategic objectives.
• Continue to build knowledge and keep current on changing legal and people landscape
• Collaborate with HR Operations to reassess policies and procedures to ensure compliance, relevance and a best-in-class employee experience

Partnership and Advisory:

• Partner with managers and the Plant Director to understand their needs.
• Act as a trusted advisor to leadership on HR-related matters.
• Safeguard the interests of the business, managers, and employees. Ensure compliance with all legal and regulatory requirements.
• Provide consultation to leaders regarding associate disciplinary and terminations. Look for trends and opportunities to improve two-way communication and relationship building.
• Coach and support leaders on leading productive coaching sessions. Support explanation of the “why.”
• Investigate thoroughly and with speed. Communicate timely; document well and escalate as appropriate.
• Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices. Reviews policies and practices to maintain compliance.

Employee Engagement and Development:

• Coach, train and develop the facilities’ Human Resources team
• Consult, guide and influence talent decisions
• Support leadership goals and future needs by facilitating methods of assessing talent and identifying bench strength for critical roles. Champion a culture of collaborative communication amongst leadership and from leader to employee
• Oversee recruitment, onboarding, and retention strategies.
• Serve the hourly workforce and hold yourself accountable for their success.
• Foster a positive and inclusive work environment.

Operational Excellence:

• Utilize HR metrics and analytics to drive decision-making and continuous improvement.
• Lead workforce planning, training and development initiatives to support continuous improvement, increased efficiency and automation enhancements
• Manage HR budgets and resources effectively.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
• Minimum of 5 years of HR experience, with at least 2 years in a management role, preferably in a manufacturing environment.
• SHRM-CP, PHR or other Human Resources-related certification preferred.
• Ability to act with integrity, professionalism, and confidentiality.
• Strong knowledge of employment laws and regulations.
• Ability to work in a fast-paced and dynamic environment.
• Proficiency in HRIS and other HR-related software.
• Proven ability to influence and build relationships at all levels of the organization.

Skills and Competencies:

Change Management Expertise: Demonstrated ability to lead and manage organizational change initiatives, ensuring smooth transitions and minimal disruption.

Cultural Transformation: Proven track record of driving cultural change within an organization, fostering an inclusive and innovative work environment.

Leadership and Influence: Strong leadership and time management skills with the ability to inspire and influence others to embrace change and new ways of working.

Strategic Thinking: Ability to develop and implement strategies that align with the organization’s vision and goals, promoting a culture of continuous improvement.

Communication Skills: Excellent communication and interpersonal skills to effectively convey change initiatives and engage stakeholders at all levels.

Resilience and Adaptability: Capacity to remain resilient and adaptable in the face of challenges, maintaining a positive attitude and encouraging others to do the same.

Collaboration and Teamwork: Ability to work collaboratively with cross-functional teams to drive change and achieve common goals.