Regional Human Resources Business Partner

Responsibilities

• Assist the VP of Human Resources in executing the company’s HR vision and strategy
• Lead HR initiatives across multiple locations, ensuring alignment with business goals
• Partner with GMs, senior leadership, plant managers, and HR teams to drive workforce planning, succession planning, and organizational structure improvements
• Lead and monitor HR KPIs in assigned plants, identifying trends, issues, and improvement opportunities
• Ensure plant leadership is accountable for culture, engagement, and talent development
• Oversee union negotiations, grievance handling, and contract compliance at unionized plants
• Function as a strategic partner in labor relations, ensuring consistency in CBA interpretation across locations
• Develop and execute union-avoidance strategies at non-union sites while maintaining positive employee relations
• Lead workplace investigations, audits, and risk mitigation efforts to ensure HR and legal compliance
• Ensure adherence to federal, state, and local employment laws across multiple jurisdictions
• Lead talent acquisition strategies, ensuring staffing levels align with production demands
• Lead succession planning and leadership development programs, coaching plant HR teams on talent pipeline management
• Assess and support local plant HR team development, ensuring HR capabilities align with business needs
• Implement standardized training and career development frameworks across the region
• Lead HR process improvement initiatives, benchmarking best practices across locations
• Align HR technology and systems with business needs, ensuring efficiency and data accuracy
• Manage HR budgets and resources, optimizing HR function performance across sites
• Drive employee engagement, inclusivity programs, and culture-building initiatives across the region
• Function as a change agent in organizational restructures and workforce transitions
• Lead HR compliance audits to ensure risk management across locations
• Provide guidance to plant HR teams on implementing proactive policies that address labor trends, legislation, and best practices

• Bachelor’s degree or equivalent experience required (Master’s preferred)
• 10+ years of HR experience in a manufacturing or industrial environment, with at least 2+ years in a unionized setting
• Experience in collective bargaining, workforce planning, HR compliance, and talent management required
• Certification in: SHRM-CP, SHRM-SCP, PHR, or SPHR, Certified Labor Relations Professional (CLRP) or other union/labor relations certifications a plus
• Strong knowledge of labor laws (NLRA, FLSA, OSHA, FMLA, ADA) and CBA interpretation
• Strong experience in union labor relations, collective bargaining, grievance resolution, and multi-state compliance
• Proficiency in HRIS systems, timekeeping software (e.g., Success Factors, UKG/Ulti Pro), and Microsoft Office Suite
• Ability to analyze HR metrics to identify trends and drive process improvements
• Expertise in talent management, workforce planning, and performance coaching
• Strong conflict resolution, negotiation, and communication skills
• Strategic mindset, with a focus on HR best practices and operational efficiency
• Ability to work in fast-paced, high-volume manufacturing settings, balancing priorities effectively
• Proactive problem solver with a data-driven approach
• English required; additional language skills are a plus
• 50% travel required