Director Human Resources

Director of Human Resources

Position Title: Director of Human Resources

Reports To: President

Location: Lomira, Wisconsin

Direct Reports: HR Representatives and an HR Specialist (team of three)

Our client is a privately held manufacturer based in the Lomira / Campbellsport, Wisconsin area, with a single, well-resourced facility and roughly 200 associates operating across five shifts. The company engineers and manufactures high-durability components and subassemblies used in agriculture, biofuels, construction, forestry, off-highway, utility, and commercial turf-care equipment. Core manufacturing processes include metallurgy, heat treating, machining, welding, surface coatings, laser cladding, and coining and stamping.

The majority of the business supplies components to large original equipment manufacturers in the agricultural and off- highway sectors, supported by an established aftermarket business and a wear-parts program serving major turf-care OEMs. The company is also growing a newer line of business manufacturing components for directional drilling.

This position is open due to a pending retirement. The President is looking for a true HR business partner - someone who will take the time to learn the business, the customers, and the people before setting an agenda, and who can build the trust required to lead Human Resources as a strategic function rather than an administrative one.

Be the cultural ambassador. Be the confidant. Build what's next.

This is not a back-office HR role. It's a seat at the leadership table, with real influence on how the company develops its people, plans for succession, and sustains a culture where associates feel heard, respected, and engaged.

• A true leadership-team seat - this HR leader has significant impact on the business, serving as a trusted partner to the President and executive team on all things people, culture, and organizational

• Privately held and well resourced — decisions are made with long term vision in mind, without layers of corporate bureaucracy, and ownership is committed to investing in the business and its people

• A clean, professional, climate-controlled production environment and a culture where people genuinely care about one another

• Non-union, single-site operation — full visibility into the whole organization rather than one plant among many

• Real influence — in a company of this size, your impact on strategy and decision-making is exponentially greater than it would be at a large, multi-layered organization

Culture & Trusted Counsel

• Serve as cultural ambassador, translating company values and differentiators into observable leadership behaviors, communication, policies, and everyday practices

• Serve as a trusted, highly confidential partner to leaders and associates, representing the interests and perspectives of both

• Build relationships based on trust throughout the organization, including with manufacturing associates and supervisors; maintain a visible, approachable presence while communicating difficult messages candidly when needed

• Coach and challenge leaders to model company values and improve their effectiveness in leading people

Organizational & Talent Development

• Partner with leadership to identify organizational needs and execute practical initiatives in leadership development, succession planning, performance management, associate engagement, and retention

• Lead talent attraction strategy and support creative recruiting approaches, long-term candidate pipelines, effective onboarding, and associate development

• Measure results of people initiatives and adjust plans as needed

HR Operations & Compliance

• Provide sound oversight of HR operations, including benefits, payroll, time and attendance, workers' compensation, compensation administration, HR systems, associate relations, and safety-related HR coordination

• Recognize risk areas, seek qualified guidance when needed, and ensure reliable processes and compliance with applicable employment requirements

Team Leadership

• Lead, develop, and hold accountable a three-person HR team, establishing priorities, clarifying ownership, and making effective use of team expertise

• Continually build personal knowledge of manufacturing operations and technical HR disciplines

Year One

• Focus on learning the business, the customers, and what drives the associates — not on setting ambitious new objectives out of the gate

• Meet individually with every salaried leader, and spend time on the production floor across all shifts

• Build real trust with the President and executive team as a day-to-day partner

Year Two

• Succession planning becomes a significant focus

• Visible progress on culture and engagement — associates who are engaged, passionate, and clear on why they're there

• Establish HR as a critical, trusted member of the leadership team, with less formal, relationship-driven leadership development in place

This is an opportunity to join a privately held, well-resourced company where decisions are made onsite and leadership genuinely values its people. The culture is professional but informal, the facility is clean and well maintained, and new associates are checked in on deliberately at two weeks, sixty days, and six months. For the right person, this role offers a level of influence, trust, and day-to-day impact that simply isn't available at a larger, more layered organization.

Our client is a privately held manufacturer serving agricultural, construction, forestry, off-road, utility, and commercial turf-care markets, with a single, well-invested manufacturing facility in Lomira, Wisconsin. The company is known for a clean, professional work environment, a respectful and engaged culture, and an ownership group committed to investing in both the business and its people.