Plant Human Resources Manager

The Plant Human Resources Manager leads the people function for the HFIW and LSAW operations and serves as the primary HR partner to plant leadership, supervisors, and employees. The role combines visible plant-floor support with disciplined execution of employee relations, workforce planning, supervisor development, policy consistency, workforce analytics, and employee-lifecycle processes. The HR Manager equips operational leaders to effectively manage their teams while ensuring decisions are fair, timely, compliant, and supported by accurate information.

This position works closely with a plant administrator assigned to each operation, as well as recruiting, payroll, safety, learning and development, and other HR resources. The plant administrators are key functional partners but are not direct reports to this position.

• Serve as the designated HR leader for HFIW and LSAW, establishing clear accountability and consistent HR support across both operations.
• Maintain planned, meaningful visibility within both plants and across workforce shifts as business needs require, building trust with hourly employees and supervisors.
• Participate in operational reviews and translate business conditions, production plans, and workforce risks into practical people priorities.
• Identify recurring workforce or leadership issues, clarify ownership, and ensure agreed actions are assigned and followed through to completion.

• Lead complex employee relations matters, including investigations, employee complaints, conflict resolution, performance concerns, attendance issues, corrective action, and policy interpretation.
• Coach leaders toward fair, consistent, timely, and defensible decisions while preserving supervisor and management ownership of employee performance and conduct.
• Ensure cases are documented appropriately, tracked to resolution, and escalated when legal, compliance, safety, or employee-relations risk is identified.
• Coordinate workplace accommodations, leave-related employment actions, and other sensitive employee matters with the appropriate HR and business partners.
• Apply U.S. employment laws and company standards consistently across assigned operations.

• Lead recurring workforce reviews that reconcile approved manpower, active headcount, contingent labor, open requisitions, pending starts, critical positions, turnover, absenteeism, and overtime.
• Partner with plant leadership to confirm staffing needs, priorities, position requirements, and timely selection decisions.
• Partner with recruiting to review pipeline status, requisition aging, hard-to-fill roles, hiring barriers, and required follow-up while maintaining clear ownership between recruiting, HR, and operations.
• Identify discrepancies or unsupported staffing assumptions and drive resolution using reliable employee, recruiting, and operating data.
• Translate workforce trends into practical retention, attendance, staffing, and succession actions with accountable owners and due dates.

• Coach supervisors and plant leaders on attendance management, documentation, performance feedback, corrective action, employee communication, and conflict resolution.
• Strengthen leaders' ability to address employee issues directly and consistently rather than transferring routine management responsibilities to HR.
• Develop and deliver practical manager resources, training, and tools that improve day-to-day people leadership.
• Support goal setting, performance reviews, succession discussions, and development planning for key plant talent.

• Establish and monitor repeatable…