Human Resources Manager

The Role

We are looking for a Human Resources Manager who will operate as the HR leader for the Business Unit, partnering directly with the BU President to deliver business results through people. This role is responsible for workforce strategy, talent, leadership effectiveness, and employee relations ensuring the right people are in the right roles, performing at a high level, and aligned to both business needs and Robroy’s enterprise standards.

• Workforce strategy aligned to business goals, production needs, and growth plans
• Talent acquisition, retention, and succession planning for critical roles
• Leadership coaching, performance management, and team effectiveness
• Employee relations; addressing issues directly, fairly, and consistently
• Labor cost, workforce productivity, and staffing efficiency
• Execution of enterprise HR policies, compliance, and data integrity

• Partner with the BU President and leadership team to align people strategy with business performance
• Build and execute workforce plans that balance headcount, capability, and cost
• Coach leaders to drive accountability, address issues early, and lead effectively
• Lead hiring efforts to ensure quality, speed, and long‑term fit
• Use data (turnover, labor cost, engagement, productivity) to inform decisions and improve outcomes
• Ensure compliance with all employment laws and Robroy policies while applying practical business judgment
• Identify and elevate people‑related risks before they impact the business

• The business performs better because of your leadership
• Strong retention of top talent and improved new hire success
• Leaders are more effective, direct, and accountable
• Workforce is aligned, productive, and right‑sized
• Employee issues are addressed early, not escalated late
• HR is trusted as a business partner, not viewed as administrative

• 8+ years of Human Resources experience, preferably in a manufacturing or industrial environment
• Proven ability to partner with senior leaders and influence business decisions
• Strong judgment in balancing employee advocacy with business needs
• Experience in employee relations, workforce planning, and leadership development
• Ability to use data to drive decisions and tell a clear business story
• Comfortable operating with autonomy, accountability, and high expectations

• You speak straight and address issues head‑on
• You operate with ownership, not task orientation
• You balance business needs with doing what’s right
• You build trust through consistency, clarity, and follow‑through
• You are comfortable making decisions and standing behind them

This is not a traditional HR role. This is a business leadership role through the lens of Human Resources. If you’re looking to influence outcomes, strengthen leadership, and directly impact business performance, this is the role.