Plant HR Manager

About the Role

We are seeking a hands‑on Plant HR Manager to lead people operations in a fast‑paced manufacturing environment. This role blends strategic HR leadership with day‑to‑day execution–supporting leaders and frontline teams across talent acquisition, onboarding and training, employee relations, compliance, and workforce analytics. You'll be a visible presence on the plant floor, translating operational needs into practical people solutions that strengthen performance, engagement, and retention.

• Partner with operations leaders by maintaining a strong plant‑floor presence — listening, observing, and helping resolve workforce issues with operators, supervisors, and leaders.
• Use people data to identify trends, recommend actions, and drive accountability to results.
• Build trusted relationships with leaders and employees to improve communication, engagement, and retention.

• Develop and execute recruiting strategies for hourly and salaried roles in a competitive labor market (trade schools, universities, community partnerships, and creative sourcing channels).
• Own and continuously improve onboarding, delivering an effective in‑house orientation and ensuring rapid integration into production environments.
• Lead and execute continuous training and cross‑training initiatives, including development and maintenance of training materials and manuals.

• Support compensation planning processes aligned to market benchmarks and internal equity, including salary bands, merit increases, and pay‑for‑performance programs (within approval frameworks).
• Maintain employee census data and deliver workforce analytics to support leadership decision‑making.

• Serve as the primary point of contact for employee relations, including conflict resolution, investigations, coaching, and performance management.
• Lead disciplinary actions and terminations with thorough documentation in alignment with policy and employment law.
• Strengthen a positive, high‑performance culture aligned with operational excellence.

• Ensure compliance with federal, state, and local employment regulations.
• Partner with safety leadership to support incident investigations, corrective actions, and ongoing compliance.
• Own and continuously update the employee handbook and HR policies to reflect legal compliance and organizational standards.

• Manage leave of absence programs including FMLA, ADA, workers' compensation, and CT state‑specific leaves.
• Ensure documentation accuracy and coordinate effectively with payroll and benefits partners.

• Build and maintain dashboards and recurring reports (daily/weekly/monthly) for operations leadership.
• Track and analyze key labor KPIs (overtime, headcount, attendance/absenteeism, turnover, productivity, and labor efficiency) and highlight meaningful variances.
• Identify trends and root causes; translate findings into clear recommendations and action plans that improve labor performance.
• Support labor planning and forecasting by partnering with operations on staffing needs, schedule changes, and workload drivers.
• Partner with operations leaders to identify cost drivers and improvement opportunities.

• Bachelor's degree and 5–8+ years of progressive HR experience in a manufacturing or light industrial environment.
• SHRM‑CP or PHR certification preferred.
• Fluency in Spanish preferred.
• Strong knowledge of OSHA, FMLA, ADA, and employment laws.
• Experience supporting production environments required; with direct hands on production experience preferred.
• Strong analytical skills and HRIS/reporting capability.
• Accountability mindset‑sets clear priorities and measurable goals, follows through on commitments, and uses KPIs and metrics to drive results.
• Process‑ and systems‑oriented problem solver‑comfortable using data, root‑cause thinking, and simple, repeatable workflows to improve outcomes.
• Working knowledge of Lean/continuous improvement concepts and structured quality management practices (standard work, document control, audits, corrective actions) within a manufacturing environment.

• Operational acumen and experience in a manufacturing environment.
• Strategic, forward‑looking business partner who anticipates people and operational needs and helps leaders drive change and growth.
• Employee‑centered leadership with a proven ability to engage, develop, and support employees while partnering with leaders to build a high‑performing culture.
• Data‑driven decision making and strong follow‑through.
• Conflict resolution and employee relations expertise.
• Compliance and risk awareness.
• Influential communication and professionalism at all levels.
• Continuous improvement mindset.