Senior Human Resources Business Partner Manufacturing

Senior Human Resources Business Partner Manufacturing

Relocation available for the right candidate

This is a role for an HR leader who wants to be embedded in the business, not operating from the sidelines.

You will serve as a core member of the plant leadership team, partnering directly with operations to drive performance through people. This role requires someone who can move seamlessly between strategy and execution, someone who is just as comfortable advising senior leaders as they are engaging employees on the plant floor.

You will build trust, influence decisions, and bring clarity to complex situations while helping the organization strengthen leadership, improve stability, and operate with consistency.

In this role, you will:

• Serve as the primary HR partner for one or more manufacturing sites
• Support both hourly and salaried employee populations
• Operate as a core member of the plant leadership team
• Influence safety, productivity, workforce stability, and culture
• Own site level people strategy and execution in partnership with operations

You will connect people strategy directly to business outcomes through the following:

• Partner with plant leadership to align workforce strategy with business goals
• Provide clear, practical input on people risks and decisions
• Influence decisions before they are finalized

• Develop medium to long-term workforce plans aligned with production and operational needs
• Identify skill gaps and succession risks
• Balance hiring, internal development, and contingent labor

• Ensure consistent and fair application of policies
• Coach leaders through complex and sensitive employee situations

• Ensure compliance with employment laws and company policies
• Partner with leadership and legal on high-risk issues
• Proactively identify and address risk
• Strengthen capability of supervisors and managers
• Improve performance management, communication, and accountability
• Reinforce consistent leadership expectations and embed everyday leadership disciplines (feedback, coaching etc.)

• Partner with EHS and operations to support a strong safety culture
• Align people practices with operational priorities
• Reinforce consistent behavioral standards without compromising operational credibility
• Ensure HR processes work effectively in a manufacturing environment

• Use workforce data to identify trends and root causes
• Provide actionable insights to leadership rather than reporting metrics
• Measure the effectiveness of HR initiatives over time

• Lead the people side of operational changes and improvements
  
  Support leaders and employees through transitions
• Maintain stability while driving adoption

• Act as a confidential coach to senior and frontline leaders
• Challenge underperformance, unsafe behavior or misalignment with values
• Build trust through consistency, courage and discretion

• Balance strategic work with day-to-day HR support and remove unnecessary complexity and friction
• Maintain a visible presence on the plant floor
• Step in as needed to ensure follow through and execution

Success in this role is defined by both outcomes and relationships.

• Leaders seek your input early in decision making
• Employee issues are addressed proactively, not reactively
• Workforce stability improves, including reductions in turnover and absenteeism
• Leadership capability strengthens across frontline management
• Policies are applied consistently and with credibility
• You are viewed as a trusted, fair, and reliable partner across the organization

You are an experienced HR leader who understands how to operate in a fast paced, operational environment.

• 10 to 15 plus years of progressive HR experience
• Background in manufacturing, industrial, or similar environments
• Experience at the HR Manager, Senior HR Business Partner, or HR Director level
• Strong experience supporting hourly and salaried populations
• Strong understanding of employment law and compliance requirements
• Ability to influence leaders and drive change
• Business acumen with the ability to connect HR to operational outcomes
• Proven understanding of how the plant makes money (OEE, Yield, Downtime, Cost per ton etc.) and ability to translate business challenges into people actions and link headcount, skills and labor cost directly to output and margin

• Excellent written and verbal communication skills
• High level of professionalism and executive presence
• Strong ability to build trust with both employees and leaders
• Sound judgment and discretion in sensitive situations
• High initiative with a strong sense of ownership

• Comfortable working in a manufacturing environment
  
  Willing to spend time on the plant floor
• Able to navigate…