Plant Human Resources Manager

Job Title:

Plant Human Resources Manager Locations Supported:
On-site:
Franklin Furnace, Ohio and Ceredo/Quincy, West Virginia (candidate should be local to one of the locations)

Reports To:

Vice President, Human Resources Direct Reports:
None Travel:
Up to 30% Position Summary

The Plant Human Resources Manager serves as the primary HR Business Partner for two unionized manufacturing sites in Franklin Furnace, Ohio and Ceredo, West Virginia. This role partners closely with plant, operations, and functional leaders to support business priorities, strengthen leadership capability, and deliver practical HR solutions across the full employee lifecycle.

The successful incumbent will be a visible, trusted, and highly responsive HR leader who builds credibility with plant leadership, union leadership, and employees by being present in the operation, following through on commitments, communicating clearly, and resolving issues with fairness and practical judgment. This individual will be responsible for all union relations at their sites, including managing communications with union leadership, administering grievances, supporting negotiations, and fostering productive labor‑management relationships.

They will be comfortable moving between strategic priorities and daily plant needs, bringing a steady, solutions‑oriented approach to complex employee relations, labor relations, compliance, and workforce matters.

• Site Visibility:
  Maintain regular visibility across assigned sites by spending time with leaders and employees in the plant environment, identifying emerging concerns, reinforcing expectations, and building trust through consistent follow‑up.
• HR Business Partnership:
  Serve as the primary HR Business Partner and HR contact for assigned sites, providing practical guidance to plant leadership teams, front‑line leaders, and employees across the full employee lifecycle.
• Core HR Process Leadership:
  Lead workforce planning, recruitment and selection support, onboarding, retention, performance management, employee development, succession planning, offboarding, employee relations, and change management.
• Organizational Health:
  Partner with plant, operations, and functional leaders to assess organizational health, identify talent gaps and workforce risks, strengthen accountability, and implement HR plans that support operational priorities.
• Employee Relations Management:
  Manage employee relations matters, including investigations, corrective action, complaints, performance concerns, workplace issues, and documentation, with fairness, urgency, discretion, and sound judgment.
• Leader
  
  Coaching:
  
  Coach leaders on communication, documentation, policy and contract application, performance management, leadership effectiveness, employee development, training needs, and succession planning.
• Union Relations Leadership:
  Serve as the primary HR lead for all union relations at assigned sites, including managing communications with union leadership, administering and supporting collective bargaining agreements, handling grievances, participating in negotiations, and strengthening collaborative labor‑management relationships that support early issue resolution.
• Cross‑Functional Partnership:
  Partner with payroll, benefits, compensation, safety, legal, and other functional teams to resolve employee matters and ensure accurate, timely execution of HR processes.
• HR Systems & Compliance:
  Support standardized HR systems, processes, practices, job descriptions, compliance training, open enrollment coordination, and workplace investigations in partnership with Corporate HR and the Sun Coke Energy Compliance Team.
• Data‑Driven Insights:
  Use HR data, employee feedback, site observations, and business insights to…